Written by: Connie Huber PHR SHRM-CP
As job seekers, we quickly discover that today’s job search is a very different animal than in the past. Furthermore, it is not surprising to learn that recruiters have changed their strategies to find the most qualified talent. A 2016 Global Recruiting Survey connected with 998 recruiters around the globe and found that 37% of recruiters felt their primary source for finding talent was social and professional media outlets. Findings noted social media use is on the rise and has opened up a dialogue with candidates. Both job seekers and employers alike need to take social media recruitment seriously.
A Recruiter’s Guide to Connect with Companies on Social Media
How many times have you wanted to know what recruiters think and look for in finding the perfect candidate? Jackie very graciously shared her perspective and expertise with us to better understand today’s job search as a recruiter.
#1 RULE USING SOCIAL MEDIA: “What will Mom think?”
Always ask yourself, what would your Mom think about what you have shared on line. Once you share details on line they never can be deleted. Take a moment and ask if posting a photo of your wild college days or embarrassing moments should be reserved to share with friends and family privately or not at all.
Jackie reminded the group to optimize your profile! Your connections should be meaningful and help in your professional pursuits. The key to success on LinkedIn is to be active! Follow relevant news through LinkedIn influencers, and companies; join groups and be visible. There are a number of resources to network with, including recruiters, human resources, hiring managers, people with similar skills, colleagues (current & past), former bosses, and college alumni. Many of us dread reaching out to a recruiter by phone. However, despite our fears of phoning Jackie, she encouraged us to do so rather than use email. She shared with the group voicemail and phone message examples along with sample messages. To find recruiters on LinkedIn, the job seeker would go to the search function and type in “dignity health recruiters”. In return, you will get people results for dignity health recruiter.
Chrome extensions are small software programs that customize the browsing experience. They enable users to tailor Chrome functionality and behavior to individual needs or preferences. You must be in Google Chrome to leverage the extensions. They are free in the Chrome store. The extensions are excellent in finding people.
• People Finder: Is a prospecting tool to find leads, get emails, phone numbers and other contact data.
• Hunter.io: Hunter lets you find email addresses in seconds from anywhere on the web. LinkedIn InMails are often not read by the person especially if he/she does not use LinkedIn frequently. Hunter is more likely to get responses.
Request for Help: Jackie shared a story about a professional who asked for help on LinkedIn. He shared with his network that he was looking for a new job, expressed gratitude, presented high engagement and people responded to his request by offering their help.
Active in The Community: It is beneficial to be active on LinkedIn. Posting interesting articles, writing a blog, sharing community activities, and actively responding to other professionals’ activities are all excellent ways to be active.
Jackie highlighted how employers are using Facebook and LinkedIn to reach out to customers and candidates. Job seekers can learn a lot about potential organizations and also interact with them. In addition, she talked about ATS (Applicant Tracking Systems), candidate profiles and how recruiters search for candidates.
BEST PLAN OF ATTACK
In searching for jobs, Jackie suggested developing a target list of companies and visiting their career sites for jobs, jobs on Google, Indeed, social media (LinkedIn, Facebook, and Twitter), CareerBuilder, and associated sites.
• Social Media Rule – “What will Mom think?”
• Optimize your LinkedIn profile.
• Create meaningful connections.
• Be personal, consistent and give generously.
• Follow employers on social media & engage.
• Leverage keywords on your resume-take your time on your applications.
Good luck in finding your perfect opportunity! For more details, please see Jackie’s slides.
“If opportunity doesn’t knock, then build a door.” – Milton Berle
Southwest Key Programs
Lucy Daniels, Sr. HR Recruiter
Southwest Key Programs is a national nonprofit operation with innovative youth justice programs and schools, safe shelters for immigrant children, and workforce services impacting over 200,000 youth and families annually. The organization employs a creative and diverse workforce of over 2,500 staff in 6 states.
Benefits are robust and available to full time employees and their dependents working 40 or more hours a week. Traditional offerings include medical, dental, vision, life insurance, flexible spending account and others are available. Opportunities for employment are very diverse. In addition to traditional roles in human resources, finance, IT and marketing, there are needs for case workers, medical personnel and food care. If interested, please visit the website.
Loretta Price, HR Staffing Consultant
Maricopa County has 13,000 employees serving over 4 million customers. The county’s mission is to provide regional leadership and fiscally responsible, necessary public services so that residents can enjoy living in a healthy and safe community. Some of the services provided by Maricopa are Animal, Health, and Utility Services; Education and Youth; Election & Voting; and Justice Services. The values supported at the county are measurable results, accountability, relentless improvement, open & honest communication & collaboration, public interest first, and achieving your full potential.
In addition to traditional benefits, a sampling of additional benefits includes Employee Life Insurance, free Ergonomic Evaluations, onsite Fitness Facilities and Wellness programs. Typically, there are 10 to 70 openings listed. Visit Maricopa’s career site.
Marcos Day, Recruiter
Dignity Health is currently going through many changes. Headquarters are moving from San Francisco to Chicago and will now be in 22 states, with 9,000 physicians, 62,000 employees, and 39 acute care hospitals with 8,500 beds. Dignity maintains a focus of “hellohumankindness”.
Along with traditional benefits, there are other appealing offerings such as SmartDollar to promote financial wellness; PersonalBest is an employee engagement platform that focuses on the whole person, company and ecosystem; and Tuition Reimbursement of $5,200 yearly. Career opportunities include Patient Facing Positions: registered nurse, rehabilitation therapy, radiology, laboratory, and pharmacy, and patient transportation. Non-Patient Positions are represented by food service/facilities/plant maintenance; IT/End User Support/Cyber Security; Accounting/Finance/Marketing/Social Media. Interested candidates search jobs on Dignity Health’s website.
Freedom Financial Network
Heather Marcom, Head of Talent Acquisition
Freedom was launched in 2002 by Stanford classmates, Bradford Stroh and Andrew Houser. Freedom’s mission is to provide financial solutions, services and education enabling consumers to resolve their debt and achieve financial freedom. The organization has 980 employees with locations in San Mateo, California and Phoenix, Arizona. San Mateo is host to the company headquarters. Freedom has received numerous accolades including #1 Best Place to Work in Phoenix 2017. The Phoenix location is expanding very quickly to reach 1,200 employees. Benefits include medical, dental, vision, 401K, Life, LT disability, vacation, paid holidays and volunteer time, employee discounts, and recognition. Top career opportunities include positions in Analytics, IT/Engineering, Leadership in the Call Center and HR & other areas. If interested, apply here.