The rise in the use of social networks has led to the growth of many businesses around internet, and new professions related to the management of communities that are created in social networks. Other professionals have had to "learn" the use of these to reach more customers. Similarly, the recruiter also has to meet and devise a strategy to attract talent in the network.
is important to know the trends and developments in recruitment concerns as we approach the talent, and often can be found through different recruitment sources.
usual recruitment sources are more oriented to the management of resumes through job fairs, universities, training centers, business schools, career portals, specific or general ... and we can use different tools to manage all the CVs of candidates during the selection process. Can be centralized through our corporate site, generating a paragraph or section to register candidates as "career sites", or other tools.
But, besides the use of tools or traditional recruitment sources, recruiters must be knowledgeable of new sources or trends in selection and recruitment of talent. It is therefore important to promote the use of social media and social networks in the attraction and selection of professionals.
After all, recruiters and recruiters and HR have to go find where these are candidates and candidates are also on the network.
is also important to know the candidates, you can learn more about the professional profile of a candidate through information available in social and professional networks such as Twitter, Facebook, LinkedIn or Xing. Especially, we focus now on using Twitter, and how it can be used as a tool to attract candidates by recruiters or HR professionals.
Especially, we focus now on using Twitter, and how it can be used as a tool to attract candidates by recruiters or HR professionals.
Some guidelines for the use of Twitter in recruitment are:
1. Open an account at Twitter, and use this account to share information about our "employer brand." It is recommended to use the account to share similar information about our brand as an employer company and what we offer to candidates.
2. Create and share from the beginning. We recommend using twitter to share tweets in a clear and concise about the job offers in the organization.
3. Regularly. Write tweets with some regularity to go creating followers and promote traffic to our publications.
4. Well positioned to maintain our website and updated. It is not easy to capture someone's attention to enroll in a job with a single tweet, should be referenced to our website and that the candidate can learn more about the company.
5. Diversification. If different messages, issuing them with different accounts if necessary.
6. Do not abandon or forget other avenues of recruitment. Social media is bringing new opportunities to recruit candidates but they can not replace other sources.
7. Measure and review. The digital revolution has made it easier than ever to monitor and measure the impact of communications. It should establish management indicators kpi'so before publication on social networks to measure the results we obtained and if necessary, take action to improve them.
Twitter can be an important source for recruiting candidates but also to promote the brand of our company and thus make it attractive for interesting candidates, attracting talent to our organizations.
Source: http://www.reclutando.net
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