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And so what I want to focus on though is using three tools that you’re really familiar with, and if you’re not familiar with Slack or Facebook or Instagram, we’re going to compare them to some different feature sets, some different techniques that you can use that are as familiar to you as texting. Personally, if you use Slack list, it’s going to be a curated list of Slack communities, and they’re going to be presented by the community that is using them and kind of rating them, ensuring you with them that information that’s pertinent to how many members are participating in conversations at that given time, as well as kind of what they’re talking about and how many people are there. So, in this instance, I’ve got different areas that I’m going to, like channels where I’m posting different openings that I’m working on. I noticed that he’s got a lot of likes, I also know that there’s some comments, and I can figure out who’s commenting- thank you- who’s commenting on his photo, and I can jump into that, as well, and find that information and elaborate or make my code, not my code, make my candidate base a little bit bigger on Instagram.

Compiling a winning set of best Human Resources practices is a combination of universal processes and best fit procedures that align the needs of the company with employee expectations. It’s no secret that today’s workforce values training and development very highly. Also, exit interviews are a hive of information if they’re appropriately conducted, even if the company has terminated an employee’s service. If your employer brand has a reputation of retrenchments and staff dismissals, it won’t take long before people start resigning and candidates turn you down.

You can even define a specific audience (for example; people that have visited your careers page) and then target people that have similarities to that specific audience as determined by the Facebook algorithm. The most important metrics for facebook ads for recruiting are: The CTR and conversions are the most important metrics there is for social ads. This makes it easy for you to target your candidate personas on the social network and get the right people to click on your ads. Using an employer branding video in our ad will give us at 300 clicks in one week with a CTR of 2.5%”Map test: We will test this hypothesis by creating an employer brand video and launch the ad on Facebook with audience X as our target audience.

How to recruit on Twitter How to recruit on Twitter Why you should recruit on Twitter The first social recruitment site you think of Here are some reasons why you should learn how to recruit on Twitter: 61% of job seekers take to Twitter frequently on the job hunt; look at your company profile on Twitter; And 80% of those people are between the ages of 23 and 38 (millennials, now, but a different generation in the future). There are a few reasons why you would want to create a different Twitter page for recruitment: Your brand is well-known, and people will follow the careers page organically. If you have a large, relevant audience that will likely be good candidates for your company, you may want to post jobs on your main Twitter handle.