Recruiting on Twitter

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More and more employers engage in recruitment through social media, including Twitter. That's no surprise given its benefits. Twitter offers an easily accessible and inexpensive way to get in touch with candidates. By reading someone's tweets, you also get an impression of his background.

If you want to recruit in this way, it's important that you first ask yourself two important questions:

does your target group use Twitter? And does this suit your company?

If the answer to both questions is positive, this way of recruitment can potentially yield a lot for your company.

What are the possibilities?

Employer branding

A strong employer brand attracts talents and ties them to your company. On Twitter you build that brand with employer branding. You bring the story of your organization into the spotlight.

What is it like to work with you? What distinguishes your company culture from competitors? If you not only propagate this but also put it into practice, you know how to find and bind the best people.

Building a network

Twitter allows you to build a relationship with a large number of people. Over time this results in a valuable network. If you invest enough time and attention in this, your relationships will start working for you over time. You then notice that followers will apply to you or propose other candidates. An additional advantage is that networking through Twitter can also deliver customers.

Share job openings

Unlike LinkedIn, Twitter doesn't have a separate channel for vacancies. Nevertheless, tweets lend themselves well to sharing job advertisements. More and more people are using Twitter in their search for a job. Messages also sometimes spread like an oil slick, because it's easy to retweet them. Moreover, your job search styles are easy to find through the search function.

Which steps do I have to take?

Step 1. Set the right goals

It's important to first think carefully about the goals you want to achieve with Twitter. That makes it easy to determine at a later moment whether your efforts have paid off. Therefore, ask yourself which results you'll be satisfied with. For example, you can aim to make contact with dozens of active or passive candidates on Twitter.

Step 2. Describe the ideal candidate

Describe the ideal candidate you want to reach through Twitter. If necessary, include a job profile . Use this as input for a list of keywords and hashtags that candidates use in their tweets or profiles, such as "secretary" or #sales. Also write down what they are probably looking for. Based on this, you'll soon fill in your profile on Twitter, search for accounts to follow and post interesting content.

Step 3. Complete your profile

Candidates would like to know who you are. So make sure your profile is complete. In any case, add a recognizable profile photo, for example the logo of your company. You can also give a short description of your company in a 'bio' of 160 characters, including keywords and relevant hashtags. Finally, don't forget to add a link to the homepage of your website or the 'work at' page.

Step 4. Search for people to follow

Once your profile is complete, you can look for people to follow. You do this by searching for interesting users and tweets. Use the list of keywords and hashtags that you have previously created. If you want to filter the results, add a search operator. With 'near: New york within: 25km' you mainly get tweets from this region and with '-receptioniste' you exclude this word.

Step 5. Hook up your staff

Chances are that some of your staff is already active on Twitter. It's a good idea to involve them in the recruitment. There may be interesting candidates in their network. You reach them indirectly if they retweet your vacancies or approach others. Some employers encourage this with an application premium. The employee then receives an amount if, for example, he brings in a new employee through social media.

Step 6. Share interesting content

It's advisable not only to tweet job openings. You're a lot more interesting for followers if you also share other content. Place links to interesting articles, share fun facts about your company and retweet other users. By giving a look behind the scenes (for example with photos), candidates know what to expect when they start working for you. Don't forget to use relevant hashtags.

Step 7. Make calls

This is the last and perhaps most important step. Twitter is all about interaction. Through conversations you can easily and without too many barriers build relationships with other users. Respond in time to questions and comments, even if someone doesn't fit a position. Perhaps you can mean something to each other at a later time.

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