Social media can be a strong and suistainable competitive advantage for the recruitment agency. The agency can build a strong and dedicated community of followers, who help spreading job vacancies to their followers and friends. The recruitment agency should not focus on building a large and weak network of followers, but it should build a strong and fully engaged community of experienced and respected followers, who have a strong influence on their friends.

1. Recruitment Agency
Twitter Social Media Strategy
CREATIVE HRM
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2. Recruitment Agency:
Common Issues
• The recruitment agency operates on a highly competitive market
• The agency needs to differentiate itself, but it offers the almost the
same services as competitors
• The market is extremely sensitive to the right pricing strategy; the
price wars are common
• Clients do require the best talents, but they are usually not available
at the moment
• Building the talent pool is time consuming, and the agency has
issues to keep in the regular touch with them
• Clients and applicants are not loyal, the cheap retention strategy is
difficult to design
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3. Recruitment Agency:
How can Social Media Help?
• The key success factor for the recruitment agency is the engaged
community of followers - Social Media provide tools for building
communities following discussions and job vacancies
• Social media have a higher impact on the engaged community at
lower costs
• The message spreads through media and hit friends of friends, who
can get attracted
• The agency can monitor the success of messages, and it can
quickly adapt messages to increase their success rate
• The recruitment agency can access and hit better candidates sooner
than competitors with no strong and engaged communities
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4. Recruitment Agency:
Most common Social Media
Recruitment Agency
LinkedIn Twitter Facebook
• Social Network for • Slow social media network • Best know social media network
Professionals building communities around • Network based on friendship,
• Quick and easy access to topics and brands following interesting people is
potential candidates • Engaged communities like to not so common
• Easy spreading messages discuss and react to messages • Communities build around
about job vacancies • Fastest social media network, brands mainly
• Members are not willing to which can help to win the • Most people are active on
receive many job offers candidate Facebook, but as the free time
• Candidate can be attacked by • Specialized recruitment agency activity, not using Facebook for
the same job vacancy from can build a small dedicated doing business
several sources community helping the agency • Difficult to measure the impact
• Most people do not react to job to grow
offers
• Difficult to build the strong
presence and reputation
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5. Recruitment Agency:
Twitter Social Media Strategy
1. Target group:
– Agency needs to identify key topics for target audiences
– Agency has to engage itself to discussions, and has to provide facts and
evidence, which is new for target groups
2. Messages:
– Research topics, and set the schedule for sending individual messages
– Connect website with messages
– Tag messages correctly
– Measure re-tweets and the size of the community
– Attract to job posting on the website; do not spam communities with job offers
3. Timing:
– Building of the engaged community is slow; the recruitment agency needs to
focus on the slow and constant growth
– Few strong messages bring higher attention than many empty tweets
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6. Thank You
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