One for the recruiters but appropriate to a number of industries I guess.
One of the greatest things about Twitter and Facebook is that you can get to places (and people) you couldn’t get to before. Fancy getting to know your competitors’ candidates and clients? Well… you’re one step nearer now.
Harnessing the incredible power that social media runs on can take some time to get used to. People talk about good content, interesting angles, good stories… they’re all fundamental – yes – but recruiters can leverage social media channels to engage in a little more underhand a way than you might think. I don’t even think this is ‘naughty’ either… just being creative with ‘out there’ information.
It’s all based around the follow or like concepts. (I’ll illustrate with Twitter but there’s a similar approach on Facebook)
Let’s say you work in a certain niche or geographic area. You will have some direct competitors. Have you seen who they are following? Some of those people will be their candidates and clients. Follow them. It’s one click. Done. The nature of us humans and our curiosity means that when we see someone following us on social media, we tend to be flattered. We follow them back. Job done.. in that case. From that point onwards, you just need to be interesting (I can’t really help you do that too much but can provide the tools). Once you have those prospects on LinkedIn, Twitter, Facebook, you just need to inspire, flatter, draw them in with the kind of content that they want.
It’s so important that recruiters provide unique, easy to share content – adding value to your target group, as well as promoting you as outstanding people.
Good content includes writing good job descriptions and titles too – don’t assume you need to be sitting down blogging every hour God sends.
Write good content, get good followers, and you will reap the rewards.