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What Richard Branson Can Teach Recruiters About Social Media
OK I admit it I am an enormous Richard Branson fan. I know I’ve mentioned him before-mind you he is a multi-millionaire and pretty successful, so worth listening to do not you think
Back to Richard. I’m an avid reader of blogs, tips, and advice on recruitment and generally methods to be a worthwhile human being. Last week I was browsing on line and discovered some ideas on using sell my virgin human hair social media from the man himself. Well, maybe his team! Anyway they made sense and it made me wonder how this could translate in the context of social media for recruitment consultants. As a well known recruitment to recruitment agency based in London we talk to loads of savvy recruiters who’re always looking for brand spanking new and other ways to face out when they go for brand spanking new roles. Bringing knowledge and skills on social media might just be one among them with that aim in mind here are ideas on how to use social media translated for recruiters.
1. Tell stories
We all love stories it is wired into us from birth. Going back over twenty thousand years that is how we communicated with one another in our bijous caves. Paintings dating back thousands of years were discovered and point to how we communicated with each other. All well and good though why do they work Researchers in Spain discovered that when we are being told stories various parts of our brain are activated that never light up when we’re watching a boring power point presentation. So start sharing and telling stories on social media and watch the magic start to happen. Send a link to a post on your website; with today’s technology that it pretty easy to do. Every recruiter has hundreds of stories to share.
2. Don’t use social media as just another job board
Before you shout; “rubbish” hear me out. Social media and particularly social networks are great ways to ‘engage’ with potential clients and candidates. There is a saying in terms of doing business with anyone in today’s new economy. First people need to get to know you, then they such as you then trust happens and only then are they more likely to ‘buy you’ or your recruitment company. By just posting jobs this may not happen. Nobody likes to feel pressured on a regular basis. Recruiters that just post jobs and nothing else are surrounded by a terrible smell; it’s called desperation and one of the best clients and candidates can sense it a mile off. Yes post jobs just be sure you post other content as well.
3. Choose your channel-LinkedIn, facebook, Twitter
For many people LinkedIn is our main social networking marketing channel. It is sensible to stake your claim there. Twitter is on the rise now as a serious business tool. Discuss with number 2 here please! The minute I connect with you don’t say;” please like my facebook page or check out our job board”. I’m an open recruiter who is used to getting pitched and that approach turns me off totally. Many consumers and candidates might be switched off by that approach, so think about the way you start the communication piece on Twitter. What about facebook It depends on your market. I do know of quite a number of recruitment companies which can be rocking it on facebook. Why Because that is where their market it is.
Next steps then. Think before you post and have a plan; it really is worth your time.
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