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Monthly Archives: July 2015

Social Media Marketing Mistakes

Social media marketing is constantly evolving. The strategies that worked six months ago may not work as well because the social platforms have changes, your audience has shifted, and Google has changed some of the rules of the game.

Below are few mistakes. Which need to be avoided.

1. Having no social media strategy

2. Creating accounts on too many platforms too soon

3. Paying for fake followers

4. Talking about nothing but the brand

5. Using irrelevant and excessive hashtags

6. Sharing too much in a short amount of time

7. Forgetting to proofread

8. Neglecting the “social” aspect of social media

The main message is that to be successful on social media, you need to have a plan and an idea of what you want to accomplish. Posting willy-nilly isn’t going to get you customers. You need to connect to real people on social media and that requires a social media presence that serves their needs, not just yours. And you need to create a social media presence that you can actually sustain over the long run, because reaching your marketing goals will take a while.

 
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Posted by on July 31, 2015 in Uncategorized

 

Sourcing & Recruitment Output Calculator

I Came across this wonderful article on Measuring your Sourcing and Recruiting efforts.

Sharing with you all.

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Have you ever wondered:

#How many resumes, social profiles, names, etc., you have to identify to result in 1 hire
#How efficient your sourcing/recruiting/hiring process is
#How many candidates you need to submit to fill your position
#How more effective messaging/engagement strategies and tactics can measurably improve your efficiency
#How wonderful it would be if you could educate your hiring manager/team on exactly how much effort goes into producing 1 hire, and the effects of a poor assessment/hiring process
#The # of hires per month a sourcer/recruiter can affect per month based on their daily activity.
#How many sourcers/recruiters you need to achieve a target # of hires per month?

http://booleanblackbelt.com/2015/07/sourcing-recruiting-candidate-funnel-output-calculators/

 
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Posted by on July 25, 2015 in Uncategorized

 

Whanners : What’s Up Manners or What’s Up Etiquette’s

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What’s Up is Very Popular among all. It is also being Used by Recruiters to Connect with Candidates or Headhunt.

Below are few etiquette Points which we can follow.

Some whatsapp manners..also called Whanners 😛😜
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1. Check the messages before posting. Do not use your phone as copy machine.

2. Pls. add a caption about video. Not everyone is interested in cockroaches in China or how to peel garlic.

3. Pls. do not personalize reply. These are forwarded messages not sender’s life story.

4. Pls. do not bombard the group with your messages.

5. Pls. do not expect reply to each of your posts. People have other jobs too.

6. Pls. post the jokes to the taste of the group.

7. Pls. avoid communal / hatred posts. Your admin also has a family to take care.

8. Pls. do not post IAS / IIT level puzzles. Most of us are poor back benchers trying to use technology.

9. It’s okay to put only couple of smiley to show that you can laugh.

10. If you are a member of a group, at least post one message per month . We will know that you are willing to Stay in the Group

 
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Posted by on July 12, 2015 in Uncategorized

 

Social Recruiting Tips: Twitter, Facebook + LinkedIn

Social Recruiting Tips: Twitter, Facebook + LinkedIn

One of the most pronounced trends in social media adoption today is without doubt the drive by corporates to incorporate social recruiting approaches as a key element in their hiring strategies. That’s why we’re delighted to share the following post by Marcie Taylor with some quick social recruiting tips for social recruiting newbies – or those wanting a quick sanity check on whether they’re doing things right…
 

Social Recruiting Tips – What Have You

The biggest question I get from recruiters is: how can I use social media to recruit the best talent?

Gone are the days of having to sift through hundreds of paper resumes in order to find candidates that might fit a position you are recruiting for. Using social media tools allow you to connect and engage with a wider pool of talent.

But which channels should you use? What should you post? When is the best time to post? To be sure, social media can get pretty confusing. And so I’d like to share with you some best practices for Twitter, Facebook and LinkedIn. Just remember, that each channel has its own rules and its own audience. What works for Twitter might not work on LinkedIn and so on.
 

Social Recruiting Tips: Twitter

Once you’ve set up a Twitter account, remember that engagement is key – share, ask, respond. Do not rely on scheduled tweets alone or having your other channels automatically post to Twitter.

Tag keywords related to the job posting.Participate in industry-related chats.Find out what chats your prospective candidates participate in.

Social Recruiting Tips: Facebook

Like it or not, Facebook is the biggest social network at the moment. At the end of 2012, studies show ed that people spent nearly 8 hours a month on Facebook. So you must:

Leverage your company’s Facebook Page.Have a career tab and post on the timeline about urgent positions with a link to the actual posting.Share industry-related content and prompt discussions in order to engage job seekers.Share photos and events that showcase the company’s culture.

Social Recruiting Tips: LinkedIn

You probably already have a LinkedIn profile. It is, after all, known as the professional social network.

Update your status with links to the jobs you are recruiting for. Add a message, an insight to the job so that it isn’t just a url to the job posting.Share jobs with connections who can then share them with their contacts.Promote job openings in industry groups.Outreach to passive job seekers by sending a message or inMail.You might also consider a paid recruiter account that gives you access to the entire LinkedIn network and allows you to collaborate with the rest of your team.

Courtesy Social Hire

 
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Posted by on July 12, 2015 in Uncategorized

 

Candidate Back Out/Offer Declines

Sharing it to my Connection..

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Types of back out:-

Let’s look at what stages of the recruitment process a back out can possibly happen.

1. Candidate backing out before the interview
2. Candidate backing out after interview
3. Candidate backing out after accepting the offer
4. Candidate backing out before joining
5. Candidate backing out just after joining

Probable reasons for back outs:-

Varied reasons can be attributed as to why a candidate back out, from my past experiences below are some of the common ones –

Have in hand several offers and will decide on the one best offerDeveloping cold feet at the last moment before submitting his/her resignation letterHR/Line Manager convinced him/her to stay back.Was given a very good counter offer by employer so decided to stay back.Not serious about leaving current job, and attending interviews just because the opportunity was presented to him/her.Learnt of the project which was not to his liking/preference/expectation and is not keen on joining.The final offer not up to his/her expectationDid not agree with some of the clause(s) in the offer letter/appointment letterHis/her friends/contacts gave negative feedback about the organization so decided not to join.Required joining time not reasonable.See what offer he/she can get from the market to negotiate a better salary with existing employer.Selection process took too long and has already accepted another offer.Tried re-negotiating for more salary after selection.Genuinely have personal/family issue because of which he/she cannot take up the offer.

Repercussions & effects of backing out:-

Recruitment is an expensive activity. Every time a candidate backs out the recruitment process has to be initiated all over again.Good amount of time and effort is wasted to find a new replacement and projects can and do get delayed and all these translates to revenue lost.But most important of all is the loss of client’s trust. This is non tangible and will have long term adverse effect vis-à-vis client-vendor relationship.

How to avoid & reduce candidates backing out:-

If you and your candidates are in the same area it is always advisable to meet face-to-face.Be it on the phone or in person spent as much time as you can and dig for information – what motivates him to look for a change, professional and personal reasons, what are his expectations in terms of money and roles, etc.It is important to be in control when it comes to recruiter-candidate relationship. To achieve that it is important that you conduct a thorough pre-qualifying. Get all the low-down about his background and aspirations.Always insist on obtaining either verbally and/or in writing his/her response and commitment to the job offer. You may do this with a direct approach or with great subtlety. Which approach you resort to will depend on each individual or their level of seniority – you need to make the right judgement.Constantly update him/her on the process and try keeping-in-touch on a frequent basis.Pay close attention while talking to him/her and listen for those tones and expressed/unexpressed concerns and look for those signs that might indicate his intentions.If any of his/her words, expressions, actions gives you a sense of doubt and concern, then drop him/her and move on. It is better to drop him/her now than later have a back out in your hand.Have a set of questionnaire that you can run through with him/her before proceeding to qualify him – questionnaire that will test his seriousness and sincerity to look for a change.Do not hesitate to ask them if they have discussed with his/her family members about this plan to look for a job change. Especially for those who are married, please confirm with them if they have consulted their other half.Try and get inside your candidate’s mind, understand his needs and his aspiration.Pro-actively try to cover all areas that you possibly think will be a likely point of concern (reason for a back out) for him at a later stage and addressed them immediately.

If after all this you have a back out it’s probably all right, after all, let us not forget that we are only human and let us accept the fact that they too are also just human like us and not anything else . Like us they too can have many internal and external influences/flaws for them to change their decision at a drop of a hat or act differently at times without any rhyme or reason.

The trick here is to constantly learn from ones mistakes and not repeat the same mistake the next time round. A good recruiter is someone who no matter how many times he falters and gets knocked down will reinvent himself and come back again and again but stronger, better and smarter.

 
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Posted by on July 12, 2015 in Uncategorized

 

Google Trends :How to use it

Google Trends is one of the best FREE resources to use when it comes to figuring out what words to use in your job title and descriptions when advertising jobs online, as it helps you to understand what job seekers type into the Google search engine on a daily basis when hunting for jobs. So, today we’re going to show you how to use it to start drastically improving the the SEO of your job ads:

How to Use Google Trends

Step 1:
Visit google.com/trends and type the keywords you think someone would type into Google to search for a job like the one you’re offering, into the search box at the top of the page. In this example, I for searched for the phrase “human resources jobs”.

Google Trends will then show you a graph displaying the amount of times that exact phrase has been searched for in Google over a specific period of time. In this example, Google is able to show me how many times “human resources jobs” was searched for worldwide in the past 12 months and in which countries the query was most popular:

We can see searches for “human resources jobs” peaked in both August 2014 and January 2015, with the least amount of searches for the term taking place in November and December 2014. We can also see that the term was most searched for by job seekers in Canada.

Step 2:
Click ‘Add term’. The real power of Google Trends is in its ability to compare the original phrase you entered to a similar but different phrase, to compare the popularity of the two. In this example, I added the term “hr jobs” to compare it against the original term, “human resources jobs”. When we run this new comparison search, we now see a graph displaying the trend for searches for the phrase “hr jobs”, compared to “human resources jobs”:

In this example, it’s very obvious that the phrase “hr jobs” is searched for by significantly more people than the original “human resources jobs” phrase. And that the term is just as popular now as during one of its biggest peaks in January 2015.

Therefore, if I was to advertise a Human Resources managerial role now, I should be use the job title HR Manager instead of Human Resources Manager to describe the job on offer, as more people search for “hr” then they do “human resources”. I would also be sure include “HR” in several areas of my job ad.

Step 3.
Try adding a third search term to compare it against the two you already have. In this example, we compared the phrase “jobs in hr” against our two original phrases, “human resources jobs” and “hr jobs”:

When trying this out for your own jobs, type in all the different ways you can think of phrasing the same job function to get a good feel for what candidates are typing into Google. Doing so will help you better title your job ads and ensure you’re using most relevant keywords in the body of your job ads – all of which will improve your job ad SEO and its “find-ability” online.

If you’re struggling to find keywords or phrases to compare, just scroll down the Google Trends results page, where you can see related terms to the terms you have searched for and what terms are rising in popularity:

This is the beauty of Google Trends. It helps you discover keywords and phrases that you wouldn’t think people would use to find your job. It can also help refine job titles down to the finest details e.g. whether or not you use “job” instead of “jobs” or abbreviate “human resources” to “hr”.

For example, by comparing the search terms “social media manager”, “social media marketing manager”, and “digital marketing manager”, Google Trends was able to tell me that a new breakout search terms for the same type of role are “community manager”, “social community manager” or just “social manager”. Other similar titles suggested were “digital content manager”, “online marketing manager” and “online community manager”:

Then comparing each of the most popular job titles, I was able to deduce that the most popular searches was for a “Social Manager” with “Social Media Manager” coming in second:

Therefore, in order to increase the SEO of the job I was advertising, I would be better off to use terms like “social media” to describe the role, rather than “digital content” or “online community”.

Remember, there is a limit to how many terms you can compare, so if you hit that limit (5 terms), just remove the weaker phrases you’ve compared to add more.

Social Talents

 
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Posted by on July 2, 2015 in Uncategorized

 
 
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