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HUMAN RESOURCES

tion to profile updates, promotions and Job seekers who follow business journals For job seekers, staying current on social
those who are publishing to give you an will gain insight on companies that are ac- media will help them maintain a digital
indication of top performers. tively growing, hiring and promoting. They portfolio and resume. For best results, they
can put these companies on their short list, should keep it focused to their specialty and
Facebook then flip over to LinkedIn and try to identi- post frequently–it’s free advertising. Hiring
Although not known to be a professional fy the decision makers. managers are sure to be looking at job can-
networking and social media venue, Face- didates’ social media profiles, so it is in the
book does have its own advantages. Job Write [on Social Media] best of interest of job seekers to make sure
seekers can follow their favorite companies This works equally well for job seekers and it is not only professional but full of quality
and brands, all of whom are posting not hiring managers. Hiring managers want content.
only consumer content, but company up- to hire smart people and job seekers want
dates and job listings. Job seekers who want to work for smart people. Make your own There are many other social media plat-
to work for their favorite brands pay atten- social media content plan and calendar. forms out there to investigate. Ultimately
tion to them on Facebook. Utilize Twitter and LinkedIn to promote you’ll want to find a platform that aligns
your recruitment brand, your company and with your industry and the applicants with
Hiring managers, you can hire your biggest your knowledge and expertise. Don’t forget which you want to associate. You need to go
company fans by paying attention to who to regularly share your job listings on so- to where your candidates are and that may
interacts with your company’s page. If you cial media with relevant hashtags, too. You even include following your competitors’
hire people who are already fans of your can streamline this process using an appli- social media pages, too. n
products or services they are more likely to cant tracking system with social recruiting __________________________________
be valuable brand ambassadors and have a features. As you build a following, you will This article first appeared on the ExactHire
passion for what they are doing within your begin to attract candidates because you’ll Blog. ExactHire develops software that
business. bring positive, relevant attention to you and helps small and medium-sized employers
your company. automate and improve the hiring process.
The Muse
Relatively new to the social media career
site beat, The Muse is a neat site with many
tools for job seekers including career advice
and career development tips. Companies
who are active on The Muse will have direct
access to job seekers, especially those with
a focus on professional and career devel-
opment. You can even leverage your hiring
and recruiting expertise and apply to be a
career counselor.

Job seekers will enjoy themed content relat-
ing to professional development and career
growth. Astute hiring managers can look to
provide content and coaching while inter-
acting with job seekers.

Business Journals
Local business journals are always on the
pulse of the local marketplace. They also
frequently announce promotions, “people
on the move,” new businesses, new offices
and many other pieces of job seeking intel-
ligence. If you’re sourcing applicants, fol-
lowing the social media profiles of business
journals (as well as their actual online pub-
lications) is an excellent way to identify key
players and top performers…not to men-
tion keep an eye on the latest news about
the labor market.

GIADA Independent Auto Dealer FEBRUARY 2017 | 47