Hiring managers are impressed when job seekers use technology creatively. However, there are some deal breakers that turn off employers.
According to a new survey, nearly half of hiring managers say they are impressed by job candidates who connect with them via social media. They also like applicants who promote themselves through online portfolios or personal websites. However, managers are more likely to avoid candidates who use Bitmojis (expressive cartoon avatars), caricatures, and colorful fonts or backgrounds on applications. They also are turned off by individuals who “overshare” on websites or social medial posts.
Elsewhere, 4 in 10 managers said they are impressed by accomplishments highlighted in an infographic and that such creativity can distinguish a candidate from the competition. Over half (58%) of hiring professionals say that cover letters are very helpful.
Since it’s important to meet candidates where they are, companies need to embrace social media as a recruiting tool. To make the most effective use of this means of hiring workers:
- Use different platforms to target candidates. Facebook, LinkedIn, Twitter, and other platforms all have different audiences, standards, and “feels;” and they aren’t one-size-fits-all for hiring. For instance, LinkedIn is best for higher-level management and professional candidates, while Facebook is a great place to find frontline workers such as CNAs, LPNs, housekeeping staff, and therapy assistants. Check to see how your competitors are using these sites and what job hunters on them are looking for. This will help you craft postings and content with key words and information that are likely to attract qualified candidates.
- Establish a strong recruiter profile. Your profile should be as impressive as the candidates you seek to attract. It should be professional and savvy but also express your enthusiasm for the organization and for finding good people to join your team. Consider posting positive feedback and/or reviews written by successful candidates.
- Don’t work in a silo. Participate in social media groups targeting specialized topics and industries. Use these to identify good candidates and get to know the thought leaders and up-and-comers in various areas. Don’t limit your postings and participation in these groups to job listings. Ask questions, comment on others’ posts, share best practices, and link to relevant industry news.
- Don’t forget to go mobile. Over three-quarters of U.S. adults own smartphones, and many people use these devices to search and apply for jobs. Make sure your social media sites are optimized for mobile use and make it easy for candidates to apply anytime, anywhere. Be adept at using mobile applications yourself so that you can respond quickly to candidates and interact on the fly.
- Don’t forget the don’ts. Don’t spam candidates, don’t over-post, and don’t ignore questions or requests from job seekers.
Social media and other tech tools give both job hunters and employers a chance to get to know each other and put their best foot forward. As much as candidates are trying to get noticed by you, remember that you need to impress them as well.
