14. Post Jobs on your Facebook page
Candidates apply directly on Facebook or
through your ATS.
Jobs reposted through partners:
15.
16. Thank You!
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Hinweis der Redaktion
Thanks for joining. We’ll get started in just a few minutes as we wait for a couple more people to join.Reminder to record!!!!Hi everyone and thanks for joining us today for another installment of our social recruiting webinars. Our topic today is Finding To Talent with Facebook and Twitter Recruitment Strategies.All other webinars in this series are recorded and posted on our website at employers.identified.com/events.
I’m Jennifer Picard, the Product Marketing Director here at Identified. I’m joined by Erik Kostelnik, our VP of Sales.Identified Employer Solutions are Facebook Recruiting Solutions for the social employer. Our tools include a Facebook job posting app and a Facebook sourcing tool. We’re currently offering an intro package to webinar attendees, so please indicate in the chat box if you’re interested in learning more about our Facebook recruiting solutions.But, for now, let’s get into the key takeaways for today’s presentation.
This webinar should last approximately 30 minutes, with 15 minutes at the end for a Q&A session. Please feel free to ask questions throughout the webinar by typing them into the Q&A box to your right.Today, we’ll review how you can find talent using Facebook and Twitter. Specifically, we’ll discuss how you can use Facebook and Twitter to post jobs, source candidates, advertise, and showcase your employment brand. Let’s start off by discussing why Facebook and Twitter are a great addition to your recruitment strategy.
As you can see in the infographic above, recruiters are largely using LinkedIn to recruit, while candidates are more likely to be using Facebook and Twitter. Additionally, job hunters are using Facebook to look for a job and get referrals, as well as updating their profile with professional information, almost twice as much as they are doing those same things on LinkedIn. This tells us that there’s a disconnect between how candidates are looking for a job, and how you are trying to find them. The talent lives on Facebook, Twitter, AND LinkedIn – and it’s important to utilize ALL of these social networks to recruit. So now that we’ve answered the WHY, let’s get into the HOW. We’ll start off by discussing employment branding on Facebook.
According to Alexa, Facebook is the second most trafficked website in the world, trailing only Google. With all those eyes on this one site, it’s a great place to showcase your employment brand. A Facebook Business Page is a great place to start for employment branding because it can help you reach your audience and give them a sense of your company's culture. Some companies choose to build out a Facebook Career Page, specifically for the recruiting department to build out a Talent Community. This allows recruiters to target their Facebook posts to potential job candidates and build a talent community. Whether you decide to build out a dedicated Career page or utilize your company’s existing page, there are several ways to showcase your employment brand on your Timeline.Job seekers are doing their research more and more about companies they’re applying to, and it’s beneficial to you if they’re able to see your company culture. Sharing photos and stories about company events, alongside different press releases and milestones is a great way to showcase your employer brand and make job seekers want to apply to open positions at your company.If you haven’t done so already, make sure you add a cover image that represents your employer brand-perhaps a picture of your employees at a company event.Directly below your cover photo, you will find your apps – the first place spot being permanently occupied by photos. That’s because photos get the most engagement on Facebook. You should use this fact to your advantage and fill your photo albums with recent company outings, videos from the office, or funny photos of coworkers. Since posting pictures to your Timeline help you reach a larger percentage of your audience – instead of posting a job description, you can get creative and show a picture of one of your office perks, along with your job description. This gets job seekers involved and shows them a behind the scenes look at what’s going on in your company. You should also post pictures and videos to show candidates why your current employees enjoy their job. Then, you should take advantage of some of the Timeline features, like pinned and starred posts, to showcase our employment brand. You can have a single post pinned to the top of your page for 7 days – use this space to give your page visitors a glimpse inside your company. Maybe you were named as one of the top employers of the year – that gives you serious bragging rights which you should use this space to promote. You can only pin posts that your page has created, but, if someone posts an update about how much they enjoyed their experience with your company, you can take a screenshot, post it as a picture, and then pin it to the top. You can also Star important posts. Unlike pinned posts, you can have multiple starred posts, and they remain in chronological order – although they expand to take up the entire width of your Timeline. This is a great way to highlight whatever is most important to your company – whether it be press articles that talk about how awesome your company is (and encourages candidates to want to work for your company) or a job posting. You can star videos of the hiring manager, explaining what they're looking for in an ideal candidate, and include input from other people in the department. Then, add a job description to make each of your job postings double as employment branding posts.To increase the reach of your employment brand even further, we recommend inviting your coworkers to participate in your social recruitment efforts. This is especially helpful when your employees interact with your Facebook posts, because their interaction shows up as an activity in their Timeline, effectively sharing your message with their networks. Did you have a fun holiday party, or a celebration for a company milestone? Share it with your fans, and have your employees comment about their favorite moments, or funny stories from the events. Your company’s employees are the most credible source in terms of building your employment brand.You can see which of your posts are the most popular, and therefore decide which kinds of posts to use in the future, by using Facebook Insights. Insights are a great way to track how engaged your fans are, which content creates the most traffic and how it is affecting activity. Use this information to publish more posts like the most popular. For example, if you see that your fans love seeing pictures of company events, make sure you post more of them!In addition to monitoring the success of content you post, you should also monitor what others are saying about your brand. Watch your Timeline to see the posts that you’re tagged in and reply, as appropriate. Highlight happy fan posts and comments on Facebook and show fans that they’re important to your company. You can set up notifications on Facebook so when someone tags at your company or interacts with something, you will get an email. This makes things easier so that you don’t have to keep Facebook open on your computer all day- but you can respond to messages in a timely fashion. You should keep in mind, however, that Facebook users will be able to see certain posts about your company that you won’t be able to see. In the new Posts by Friends box, Facebook will recognize content posted throughout the network and will put any mention of your company on your page for the poster’s friends to see. Unless you are friends with the person that posted it, page admins will not be able to see or respond to it. This can be scary if someone posts something negative, but can be great if – for example – someone is singing praise about what a great company yours is, how wonderful their recruitment experience with you was, and how wonderful it would be to work with you. These posts stay on the page much longer than they stay on the user’s own Timeline, and can have a long lasting effect on your company and your employment brand. So make sure you remember that we’re living in an increasingly transparent world and treat everyone your company interacts with, with respect.Strong brands also interact with their audience, so make sure to write posts and engage in conversations with your fans. A great way to do this is by asking candidates what matters most to them in their job search - are they looking for good salary, or is a work-life balance more important to them? These types of conversations can help your employer brand stand out to those that are a good cultural fit for your organization.If you do find a negative criticism, encourage the user to send feedback/comments as a message rather than wall post or comment. You’re helping them and addressing their concerns in a less public way, which is good for your brand. The friend activity box will show your page's visitors how many of their friends have liked your page and how they have interacted with your content. If someone tags you in their post or checks in at your location, the friends they originally shared with will see these stories highlighted for them on your page’s Timeline. This provides a more relevant and personal experience when people who may not be familiar with your company visit your page. Seeing friends’ activity will likely result in additional fans and increased engagement within your posts and other content because people will see how their friends have interacted with your page and will want to contribute to the conversation as well. The friend icon in the upper right corner distinguishes these posts from posts by the page. This feature is going to be particularly useful for recruiting because it helps validate your employment brand. If people see the social proof that their friends like you (and interact with you), they are more likely to like you (and interact with you) as well. This can be especially helpful with advertising.
Advertising, and social media in general, can help you find candidates who might not apply otherwise.For example, at Manpower, 218 people have checked in on Facebook. When any of those 218 people's friends go to Manpower's page, they will see that their friend has checked in. They may then ask their friend what they thought of Manpower as a Staffing Agency (may be either a client or a candidate) and if they would recommend working with them. Since 90% of people trust peer recommendations, Manpower would be smart to encourage more check ins at their offices and potentially run a Facebook "check-in" sponsored story so that friends of people who have checked in will see an ad telling them which of their friends have been there. Since the average Facebook user has 130 friends, they could reach over 28,000 people this way, which would certainly help them get more clients and candidates.Companies may also choose to run a Page like story, or a post like story, so that anytime someone likes a page, or a page’s post, their entire network will see an advertisement about it, encouraging them to also like to page or post. Page post stories must be your own, but if you want to share something nice that a fan said about you on Facebook, take a screenshot of it and post it as a picture. This will get you more exposure because photos show to twice as many people, plus you can pin it, star it, or advertise it.If you have the budget, Facebook has added a new premium advertising option known as the "Reach Generator” which will boost impressions by showing your sponsored stories to 75% if your fan base each month. The pricing is a fixed fee, rather than cost-per-click, which may be more cost effective for smaller companies.You can also run more traditional ads on Facebook, but with hyper-targeting. You can filter your audience by age, location, company, interests and more, to drive traffic to a specific webpage or build awareness of your employment brand. Facebook allows you to pay per click, or per thousand impressions. Cost per impressions is generally best for awareness campaigns, while CPC is a better choice if you’d like to get clicks. For example, you may choose to pay per click to drive traffic to your job postings. An important thing to know is that Facebook users don’t like to be taken off of Facebook, and will likely bounce if you send them to an external page. Facebook also incents advertisers to send users to a Facebook page by lowering the cost per click. Let’s look at the different ways to post jobs on Facebook.
Over 18 million Americans have said that Facebook got them their current job. This is likely due to a variety of factors, like referrals, advertising, and job postings. With so many eyes on Facebook (remember: it is the second most trafficked site in the world), it makes sense to post your jobs on the platform so that the 80% of people that are looking for work on Facebook don’t have to leave the site to see if they’re a good fit for your open opportunities.The best way to post jobs on Facebook is through a job posting app on your Business Page. This allows you to create a social job board on Facebook, which candidates can use to search and apply for jobs. Identified’sTalentLink is a job posting app that allows you to share jobs across your various social networks (including LinkedIn and Twitter) and sends them to the major aggregators to help you expand your reach even further. We’ve found that social sharing leads to a 23% increase in job views, while aggregators have increased job views by nearly 300%!To draw attention to your job posting app, we'd recommend moving the app to the second place spot on your timelines and giving it an eye-catching image that says something like “Now hiring” to call attention to it.Most apps will allow you to do this, including Identified’s.Then, you can call attention to it in several places on your Timeline, including your 'About' section and as a "Pinned Post”. You can also link to your job posting app in candidate emails and from your other social media accounts. We’re offering a couple of promotions around TalentLink at this time, including a 7 day free trial, or a 4 month trial which also includes access to our Facebook sourcing tool, ProSearch.There are also a couple of free ways to post jobs on Facebook, which won’t be as effective, but are a great way for beginners to get their feet wet.You can post jobs directly to your personal Facebook profile, just like you would do on LinkedIn. The main thing to be aware of here is that your LinkedIn candidates are expecting you to post jobs, while your Facebook connections – which are likely your friends and family – are probably not going to like getting your job postings. You can get around this by setting up lists to separate your personal and professional connections, and then update your privacy settings so certain lists can only see certain parts of your profile. Think about who you'd want to post jobs to, and who you'd want to ask for referrals. If these are the same group of people, put them in the same list. If you're comfortable sending your recruitment messages to your entire Facebook network, and don't mind having the same privacy settings for all of your connections, there's no need to create lists.Then, you can post jobs just to certain lists of your friends, or to your entire network, for free. You can include up to 60,000 characters in a posts, although we don't recommend doing that because it would take up far too much space in your friend's newsfeeds.You can alsopost jobs to your company page, for free. Anything posted to your Business Page will show to about 20% of your fans, so you should have a solid following to get the best results. To build a Talent Community on Facebook, it's important to offer valuable content on your page, rather than simply posting jobs. So, make sure you’ve built our your employer brand, like we discussed earlier, on Facebook to help you stand out and attract job candidates. You may also want to include helpful articles for job seekers, including those you post on your own employer blog.Follow the 80-20 rule for best results - share job postings 20% of the time, and other helpful information 80% of the time. Try to use an image or video along with text whenever possible. For example, try doing a video interview with someone in the hiring department – either the person currently in the job, or the hiring manager - and post the interview with the job title and description. Also make sure you take advantage of pinned and starred posts to make your most important content stand out. Another best practice is to encourage your fans to interact with your content - ask them to like it, share it, and comment on it. When fans engage with your content, their actions will show to their entire network and increase your reach to their friends. If you post quality content, your fans will gladly share it and you can reach exponentially more people. Most people won’t return to your page after they like you, so you’ll have to get into their newsfeeds to get your message to them. Facebook determines whether or not you show up on someone’s newsfeed with an algorithm called EdgeRank. If people simply “like” your page, but do not further interact with it, your posts will not show up on their news feeds. In order to ensure your posts are seen, it is necessary to maintain fans’ engagement on your page. Encourage fans to "click like if...". Keep the second part simple and make sure to state something that a large number of people are certain to actually like, or agree with.Post open ended questions or fill in the blank to encourage response and engagement. This will encourage users to actually participate and answer your question by allowing them to give their opinion, and not limiting the number of possible responses. Encourage fans to "click this link". Use your posts on Facebook to encourage traffic to your employment blog, career site, or other social media sites you utilize. Give your fans a reason to click your link, such as "check out this blog post because..". Also, when putting an address into Facebook to link to another page, make sure to also encourage interaction with that post such as commenting on it, or liking it. This will help your EdgeRank score and ensure continued visibility of your posts.If you don’t have time to post to your personal profile and business page every day, there are tools you can use to schedule posts, such as Tweetdeck and Hootsuite. Just make sure you've set up email notifications so that you can engage with your audience as they respond to your postings. The downfall to this is that Facebook’s algorithm punishes auto-publishing by showing each post to less fans, so you won’t get as much exposure and engagement. However, scheduling posts is better than not publishing anything at all – so try to figure out how much time you have available to spend on Facebook and make it work. My advice for the short-of-time recruiters out there is to set aside 5-10 minutes for Facebook each morning, where you post a status update immediately, schedule a post for later in the day, and take some time to monitor your page.Another free way to posts jobs is in the Facebook Marketplace, although I haven’t actually heard of anyone that’s had success with this, including Identified – so I’m going to keep this part brief. If you have a little time to experiment, you may want to post a variety of jobs here to see if any of them get applications. Social recruitment is all about trying new things to see what you can do to be more successful in finding great candidates - just make sure you're learning from your trials and continue with successful tactics, while either eliminating or improving less successful tactics.You may find that you’ll have the most success with a Facebook Sourcing Tool.
Our free tool, identified.com allows users to search through their first degree connections and identified users. Identified has indexed over 400 million Facebook profiles, made them professionally relevant, and given them a score so you can see who the top candidates are. Basic sorting and filtering are enabled. I’d suggest that everyone sign up for this to see who you may be able to find as a referral hire. What you’re seeing here is our paid tool, ProSearch.ProSearch is our Facebook sourcing tool which allows you to search Facebook profiles with advanced filtering, ranking and relevance.You can search by location, graduation year, company, industry, and much more.You can also download resumes, message candidates, and see how you are connected to the candidates through your company’s employees. If you’d be interested in a demo, please let us know. We launched a beta program last month, where we’re offering a 4 month trial of ProSearch and TalentLink. If you’re interested in learning more, please write us a note in the chat box and one of our Account Executives will follow up with you. Now, let’s move on to Twitter!
With 175 million tweets a day, how can you stand out as an employer? A Twitter brand page can help start conversations around your company, giving you another medium to interact with potential employees. Twitter doesn’t offer quite as many ways to showcase your employment brand as Facebook, but there may be more opportunities than you think. Let’s start with the visuals: Twitter allows you to customize your entire look and feel. You can upload a custom background image, and customize your colors to match your brand. This space can be used for a picture of your employees or office, and many use it to share contact information, such as website, email, phone number, and other social media handles. While you can’t hyperlink anything here, it’s a nice use of space. You can also upload a small image, which should be either your logo or icon – just make sure it’s big enough to decipher that it belongs to your company.The next space you can use to showcase your employment brand is the bio. With space for just 160 characters, let the viewer know that you're hiring and give them a taste of your employment brand. For example, UPS includes their jingle from the commercials … you know the one “It’s logistics”. As soon as you read it, you can’t help but sing the jingle. They've also included a landing page link, which readers can follow to their career site. This is a very good use of space. The only they’re missing are hashtags to help people find their profile in search results. We’ll get into hashtags in just a bit.Another thing UPS does really well is incorporate video into their tweets. One video of a department manager, explains the goals and vision of their department and how each person contributes to the team. This gives UPS's employment brand a personality that candidates can relate to, and helps them feel like they'd be a valued member of the team, not just another cog in the wheel.Another video explains why Shawn, a UPS International Sales Account Executive, loves his job. This is a great example of employment branding - UPS has created an image of what it's like to work for their company through this video. Furthermore, I'd assume this video gets sales candidates excited about the prospect of working for this great employer. I assume that Sales is a big department at UPS, because they have a second Twitter account dedicated only to Sales jobs. Since these jobs are specifically related to sales, it's great that they use #sales, as well as #job and #jobs, to get more traffic to their postings. They've also made up a couple of their own hashtags: #UPSjobs and #logisitics - for people that are specifically interested in working for them. UPS doesn’t only share tweets jobs - they also build relationships with their following by engaging and answering candidate questions. Social media is best used when brands engage, rather than just broadcasting.You can also post pictures in Twitter. For example, rather than tellingpeople how awesome your office is, it's so much more powerful to show them your ping pong table, catered lunches and awesome holiday parties.if you're tweeting a job posting, include a picture of a cool office perk (like your office dog) and say something like, "Now #hiring a Marketing Intern for our #SanFrancisco office. Soft spot for puppies a plus. [Link to job posting]”. Even if your followers aren’t currently looking for a job, this can help you create a talent pool for for future positions well before you need it so, when it’s time to hire, you can fill your positions quickly.Similar to Facebook, make sure you’re monitoring your brand on Twitter. Search for your company name on a regular basis, and address your community, as necessary. If a job candidate has a negative thing to say about an interview experience, direct them to an email address where they can address the issue. If they had a great experience, or tweet that they’re excited about an upcoming interview, RT it out to your followers. This may encourage your other followers to apply for a job. Just make sure you interact with people that are mentioning you - thanking them for sharing your job, answering their questions about your company, etc. A really easy way to monitor is to set up notifications so when someone tweets at your company or retweets something, you will get an email. This makes things easier so that you don’t have to keep Twitter open on your computer all day- but you can respond to messages in a timely fashion. Do this for all your social networks so you can engage with your audience, rather than simply broadcasting your open positions.Similar to Facebook, try to only post jobs 20% of the time. Let’s get into some more best practices.
Tweets can only be 140 characters, although research has shown that tweets between 120 and 130 characters are clicked most frequently. You should also be very careful about word selection, as you only have a short amount of space to get your message across. Hashtags can be a very effective use of space, to help you increase your reach and engage with potential candidates on Twitter. While a tweet on its own will only reach your network, and the people to which they retweet, hashtags allow you to reach a much larger audience that may be searching for you. You can use multiple hashtags in each tweet to convey your message. Some of the most popular are #Job, #Jobs, #JobPosting, #Hiring. You should also find some that are more specific to your job posting. For example, #Accounting or #StartupJobs.Some hashtags may be more successful for your business, or for a particular type of job posting, so make sure that you are tracking the effectiveness of each in reaching your target audience.You should also actively ask for job applications on Twitter. Simply tweet that your business is looking for an "XYZ" person who can do "XYZ" and provide a short URL to the job specs. Ask for it to be retweeted to increase your reach. Make the tweet interesting and leave all the details to the webpage the URL directs people too. Remember: Twitter is about short, sweet and catchy.A difference between posting jobs on Facebook, versus Twitter, is that Twitter shows all of your posts to all of your followers, so long as they are signed in and scroll down enough to see your updates. The average half life of a post is just under 3 hours, and it’s ok to post to Twitter that frequently or more. While you can’t get away with that on Facebook because your fans would likely unfriend you, you can absolutely post nonstop on Twitter. The problem many people have, of course, is time.As we mentioned for Facebook, if you’re short on time, you can use technology like Tweetdeck or Hootsuite to schedule posts throughout the day,. Just make sure you set aside 5-10 minutes each morning to engage with people, and that you set up email notifications so that you can engage with your audience as soon as they respond to your messages.
According to PayScale, recruiters are using Social networks largely for sourcing candidates. There are a number of ways to do this on Twitter.Keyword Search - Recruiters can search for a keyword or topic to find people that show interest in the topic and are discussing it. This ensures that potential candidates are truely passionate about what they do and will show thier expertise in the subject.Personality - While a resume and cover letter show a candidate’s past experience and a glimpse of their capabilities and potential, twitter is an outlet of self-expression and personality. If recruiters find a potential candidate, they can get a sense of their personality through their tweets, which cannot be easily achieved through reading one’s resume. This will help recruiters find the right candidates for their companies who would be a great fit for the position they are looking to fill.Broad Network - Twitter has 100 million active monthly users- which provides recruiters with a broad network of possible candidates. Once again, using the keyword search, recruiters can find those actively discussing a topic that is relevant to the job. Recruiters can connect with these candidates and engage in discussion through Twitter and build strong connections. These connections can then be used to quickly and effectively fill open positions.Use Twitter to find passive candidates. Use Twitter search with hashtags and terms relevant to your industry and compile a list of potential candidates based on their Twitter activity.For example, when we were looking for a PR and Social Media Director, we searched Twitter for #PR, PR, and Public Relations. You can search through Tweets or People that use those words in their profile.We mentioned hashtags just a few minutes ago, but you should know that they work both ways. You can search by hashtags, as well as keywords. For example, if you’re lookinh for a Twitter can also be used to find passive candidates with interests that align with your business. You can search for your target candidate by keyword, hashtag, or in a Twitter Chat. You should also use Twitter to find referrals from your network - just ask for the referral, request that it be retweeted, and use hashtags to get the greatest reach.Use job hunt Twitter chats, which are open forums where people meet up at a designated time to discuss job related issues through a live feed. They usually last about an hour. Participants use and follow a specific hashtag, such as #HFChat or #JobHuntChat, which allows anyone following that hashtag to view the tweet. Others can then respond, thus creating an online conversation.Twitter has become a popular place for job hunters and recruiters to rendezvous and discuss employment opportunities, especially through the use of Twitter Chats. These online chat groups are designed to establish an open forum where people meet up at a designated time and discuss job related issues through a live feed. Here's what you need to know: Twitter chats last about an hour. Participants use and follow a specific hashtag, such as #HFChat or #JobHuntChat, which allows anyone following that hashtag to view the tweet. Others can then respond, thus creating an online conversation.Here are two Twitter Chats, to get you started:1. #HFChat, short for “Hire Friday Chat”, is a Twitter community comprised of both recruiters and job seekers who meet up every Friday from Noon-1pm (EST). The goal of Hire Friday is to promote learning and communication among those on both sides of the job recruitment world. Here is an example of what’s posted during the #HFChat - a mixture of advice, job postings, questions, concerns, etc.#JobHuntChat is chat group that meets online every Monday from 10-11PM (EST). Why so late? Because the group takes into account that many people seeking new employment can’t or won’t do so from their current job. The routine for this chat begins with a set list of questions from both employer and job seeker, and are then posted on the wall of @JobHuntChat. People need only submit to the answers and questions they find relevant to them, and can do so by using a hashtag in their repsonse, i.e. #jobhuntchat.Using Twitter chats is a great way to engage with fellow recruiters, job seekers, HR professionals and other job search experts in order to swap tips and advice that will enhance everyone’s employment experience. Job seekers can use their post to redirect you to their Identified or LinkedIn profile.
Twitter offers a variety of self-serve ads through Promoted Products such as Promoted Tweets, Trends and Accounts, which employers can use to strengthen their recruiting efforts. Promoted Tweets can be targeted to search results or to user timelines. In search, promoted tweets can reach users while they search for their interests on Twitter, and will appear at the top of the results page. Employers can target job-opening tweets to relevant search terms in order to gain exposure for their positions. Promoted Tweets in Timelines amplify your messages to followers or use who are like your followers. They will appear at or near the rop of the user’s timeline when they log-on or refresh their homepage. You can target your followers to put your message in front of your Talent Community, or you can target users like your followers to extend the reach of your tweet to more users who are receptive to your message. You may also use geographic targeting to increase the relevance and reach only local candidates. You can choose by country level or US Regional level. Promoted Tweets are priced on a Cost-per-Engagement (CPE) basis, so you only pay when someone retweets, replies to, clicks or favorites your Promoted Tweet. In addition, impressions on Retweets are free and can extend the reach and cost-effectiveness of your campaign many times over.Tweets that engage and resonate with users will appear more frequently. Promoted Accounts can be used to quickly scale a Talent Community. Building a strong base of engaged Twitter followers who share and amplify your messages can help your recruiting take off.Promoted Accounts are featured in search results and within the Who To Follow section, which is Twitter’s account recommendation engine and identifies similar accounts and followers to help users discover new businesses, content, and people on Twitter. Your Promoted Account appears in this section for users who have been identified as most likely to have interests similar to your account.This can also be geo-targeted at the country level and at the DMA level within the U.S.Promoted Trends show up in the Trends box to the left of the user’s Timeline, to drive conversations and interest around your employer brand or job posting by capturing a user’s attention on Twitter.Because of this placement, a Promoted Trend gets massive exposure and is ideally placed to kickstart or amplify a conversation on Twitter and beyond.Getting users to discover and talk about you can build strong brand awareness, which is beneficial to employers because more candidates will be enthusiastic about working for your company.That’s it for our presentation today – please ask your questions. In the meantime, let’s do a quick review of Identified’s employer solutions.
Identified has created Facebook recruiting solutions for the social employer to compliment your existing recruiting strategies. Our solutions include a job posting app for your Facebook Company or Career page and a sourcing tool that helps you professionalize personal Facebook connections and search through existing networks. Let’s take a look.
TalentLink is a Facebook job posting app for your Business Page.TalentLink helps you increase your job views and drive candidates to your jobs because jobs can be shared through social media, pulled by aggregators, and indexed by search engines. Candidates can apply with a cover letter and resume without ever leaving Facebook, or the app can integrate with your ATS to pull jobs and redirect interested candidates.
ProSearch is our sourcing tool which allows you to search Facebook profiles with filtering, ranking and relevance.You can also download resumes, message candidates, and see how you are connected to the candidates through your company’s employees. Start with a free user profile at identified.com or let us know if you’re interested in a ProSearch subscription. We’re currently running a 4 month promotional trial for ProSearch and TalentLink, so let us know if you’d be interested in trying it out.
Thanks for joining us today, our next webinar will be on Tuesday, May 22, at 11am PST and we’d like to get your feedback on which topics are the most interesting to you. Please choose one of the topics listed in the poll, or write your own in the chat box. Let’s get to some of the questions while you’re all doing the poll. Please type your questions into the Q&A box to your right, and I’ll try to get to all of them.
