Twitter Recruiting

What Is Twitter Recruiting?

Twitter recruiting has the potential to be a very effective method of creating a talent pipeline. You may quickly identify passive prospects who are interested in learning more about the position and recommending other experts by establishing connections with the individuals you want to hire.

Ongoing social recruitment on Twitter provides you with a pool of competent candidates to draw from any time you need to fill openings.

Reasons Why It's A Good Idea To Recruit On Twitter

Knowing where there is both a sizable and a focused audience is crucial for recruiters. Given that Twitter has 250 million active users each month (and that figure is growing), it's likely that a sizeable portion of your talent pool uses it regularly. Twitter also has the advantage of being free (unlike recruiting on LinkedIn!), so you can contact both active and passive applicants without spending any extra money. Additionally, Twitter allows for greater social interaction than other platforms, making it simpler to interact and establish relationships.

How To Recruit On Twitter

Building your own employer brand is the first step you must take if you want to recruit via Twitter (or any other social media site). And to do so, you must first separate your professional demands from your regular Twitter feed. Having both a general Twitter account and a staffing account is acceptable.

When utilizing Twitter for recruitment, creating an account is plainly insufficient. Creating an employer brand involves presenting oneself to the public in a consistent manner and using information that appeals to your audience.

To reach a larger audience, you may run Twitter advertisements on any tweets that are unique to job openings. Of course, you should still include pictures and hashtags! As long as you're included in such metrics, you may also advertise your company's official hashtag or account for job postings.

How To Build Your Twitter Talent Pool

• To inform individuals that you are providing a job, you must first establish a connection with them.
• If you're in charge of a corporate account, tweet about any news about the organization, but try to avoid becoming overly professional. It could be a good idea to tweet about your staff members' accomplishments or share images from a recent business event if you want to offer potential workers a sense of what it's like to work with you. Sharing industry-related content with your followers that they might find interesting is another effective strategy.
• While it's common for recruiters to use their Twitter accounts for both work and personal purposes, it's essential to maintain balance in your tweets. You must provide more than job opening-related tweets if you want people to follow you. Focus on producing engaging material since Twitter provides you a chance to reveal the person behind the "recruiter" title. You'll have a lower chance of coming off as just another job advertisement if you do this (which can look a bit spammy.)
• Creating interesting material is the secret to growing your following. The term "engaging content" has become somewhat of a buzzword, but it simply refers to good information that is rich, pertinent, and relatable, such as tweets about current affairs and news, frequent status updates, links to fascinating publications, and retweeting famous individuals. Additionally, @ (at) mentioning others may draw their notice. You will be someone worth following if you tweet thoughtfully and on-topic topics.

Conclusion

Twitter has developed into a key digital social center since it was first made available to the public more than ten years ago. That implies that it's also an effective tool for hiring. Twitter could be the best way to swiftly and simply discover your next qualified hire.

Not all recruiters will use Twitter since it takes time, persistence, and patience to see results. But if you keep in mind to be sociable and outspoken, tweet frequently about a variety of topics, and follow important people directly, you will probably succeed in the long run.