So we all know that promoting the content we produce is almost as important as the quality of the content we produce. In 2013, that means getting your content seen and spoken about across a variety of relevant social channels and one of the most powerful is Twitter.
So how do I save myself the hassle of having to remember to promote my blog on Twitter every single time I post a blog? Have it post automatically of course. But how do I go about this? Well, here are Social Talent we currently use a little tool called IFTTT (If This Then That) to auto post blogs from Andy Headworth, Bill Boorman, Stacy Zapar and SourceCon to our account and you can do the same.
IFTTT’s magic lies in the recipes it allows you to create in order to produce powerful connections between different social sites. As the name suggests, every ‘recipe’ that IFTTT creates is based in one simple statement “if this then that”, this being the trigger and that being the action. So in this case we need “if posted in RSS Feed then tweet on Twitter”.Read More
With 89% of recruiters having hired through LinkedIn, 25% having hired through Facebook and 15% having hired through Twitter, the best time to sort out your social CV was yesterday. The second best time is now!
Recruiters! If you’re looking to find out how 89% of your peers are hiring through LinkedIn, check out our Black Black in Internet Recruitment online training course. We train recruiters how to source and attract candidates by enabling them to sift through the vast amounts of data available on the Internet, zoom in on potential employees, pre-qualify candidate data and find the best candidates for their job specs.Read More
LinkedIn’s new Advanced Search engine has now been rolled out to the entire LinkedIn network, changing slightly how it shows results and putting features in new hiding places. Let’s take a look at the new changes:Read More
An old saying of my grandfather’s: “To assume makes an ass of u and me”. It’s wholly natural for us to assume that just because I would do something this one way, everyone else will naturally do it like this too. But, we know this is not the case. It’s why we have road signs, instruction manuals, warnings like “Contains nuts” on Snickers bars. Anyway, I digress.
As recruiters, we assume that job seekers will find our jobs. We magically believe, without testing, that by writing our job advertisement, complete with fluffy person specification and bullet pointing the main responsibilities, qualifications and skills (which often include such skills as “Forward thinking”, “Results driven” and, my personal favourite, “think outside the box”) that job seekers will find, read and apply to our job ad. We assume that by putting our job advertisement on a job board or classified’s site, that they’ll find it.
In reality, our jobs are in competition with vast numbers of other jobs online. To improve the chances of our job being read over a competitor, we should Optimise (or SEO) our job description to include keywords that job seekers actually search for – not the ones we assume they use.
So, to get over the assumptions, let’s test!Read More
For those of you who are unsure exactly what Open Graph search is, Open Graph search is a semantic search engine that was introduced by Facebook in March 2013. The search engine is designed to answer queries posed in natural language by users e.g. a recruiter typing in “Females who live in Ireland and work in Engineering”. The result of that search will be just that, a list of females living in Ireland working in Engineering. So how can this new technology help you as a recruiter?