Breaking News

The best way to make yourself stand out on social media to get poached for a job, according to recruiters who've hired for Amazon, Microsoft, the New York Stock Exchange, and more

young professional phone texting
  • More than half of recruiters surveyed about how their strategies are changing in the wake of the coronavirus pandemic said they're using social media to connect with talent.
  • LinkedIn is the most popular channel for recruitment efforts, used by 77% of recruiters, followed by Facebook.
  • Recruiters said they spend time on social media in two key ways: to proactively source candidates and to further vet candidates already on their radar.
  • As they conduct their social media searches, top recruiters said they're looking for thought leadership, well-developed personal brands, and impressive work samples.
  • Click here for more BI Prime stories.
The coronavirus pandemic has disrupted both the job market and the hiring process in countless ways — from widespread layoffs across companies resulting in record unemployment to companies that were once hiring putting jobs on hold.
With more hopeful applicants competing for fewer openings, it's no longer a job-seeker's market. That means those looking to make a move need every advantage they can get. And one potential avenue is becoming increasingly popular among recruiters: social media.
More than half of recruiters reported that they've increased their use of social media to connect with talent, according to an April 2020 survey of 200 recruiters from Jobvite. According to the company's data from a 2018 survey of 850 hiring professionals, LinkedIn is the most popular channel for recruitment efforts, used by 77% of recruiters, followed by Facebook, used by 63% of recruiters.
Business Insider reached out to six recruiters who've worked with companies like Indeed, PayPal, Amazon, Ford, Microsoft, and the New York Stock Exchange to find out how professionals can best position themselves to be poached for potential opportunities — that is, when a recruiter reaches out to you to be considered for a job opening, whether or not you're actively job seeking — via social media.
The recruiters Business Insider spoke with said that in addition to spending time on social media to vet candidates already on their radar, they also use these platforms to proactively source new candidates.
Natalie Gibson, director of the marketing, media, and communications executive search firm Grace Blue
"We're following thought leaders and industry-related discussions, 'listening in' on … or joining the conversation," said Natalie Gibson, director of the marketing, media, and communications executive search firm Grace Blue who has placed hires for Ford Motor Company, DDB Worldwide, Omnicom Retail Group, and more. "LinkedIn is our primary social tool for mapping and identifying talent, [while] other social channels serve to further enrich our understanding of a person and get a sense of the intangibles that you cannot 'see' in a LinkedIn profile."
It's not enough to simply have an active profile on the top social networks where recruiters are sourcing talent. Job seekers should have a strategy, said Gibson. What recruiters are looking for, she added, is a clear, consistent, and authentic presence.
Here's how to do just this.

Conduct an analysis and cleanup of your current social media channels

Just as you'd want to present your best self in your resume, cover letter, and interviews, you want to ensure your social profiles do the same. And remember: Recruiters are checking up on you, whether you proactively share your social profiles with potential employers or not.
That means unless the photos, videos, and posts you've shared over the years are private, they're all fair game and items recruiters are likely to scrutinize when they search for you online.
First, Google your name and review each account that appears on the first page of your search results. Then, ask yourself whether you're comfortable with the way these profiles may be perceived by your professional peers, recruiters, or hiring managers, considering as well if your profiles look polished and consistent.
Finally, if necessary, remove any photos or posts that you wouldn't want potential employers to see, or adjust your privacy settings so they're not visible to the general public.

Develop a personal brand that speaks to your passions and personality, and make sure your social media follows that brand

When recruiters review your social media, they want to get a complete picture of who you are — your personality, your passions, your point of view, how you interact with others, and what your story is, said Gibson. "We want to know what they are like as people, as leaders, what are they [an] expert in, and what they care about," she explained.
When you're able to paint a clear picture, recruiters will have a better understanding of the types of roles and company environments where you'll thrive, she added.
To get started, Gibson suggested taking time to think about what you're good at and what your core skills are.
"Use those to craft your personal narrative and in turn use that to guide your voice, what you post, who you follow, and the conversations you engage in," she added. This article is a great place to start if you've never considered a personal brand before.

Focus on what you've accomplished, not just who you are or what you do

Kerri McKinney, the director of global sourcing for Terminal.io
"Recruiters and hiring managers aren't as concerned [about] your day-to-day responsibilities as they are with what you [have] achieved," added Kerri McKinney, the director of global sourcing for Terminal.io, a remote engineering staffing company, who has over 10 years of experience in the recruiting industry hiring for high-growth companies like Indeed, PayPal, and Amazon. "Instead of highlighting your title and responsibilities, highlight your successes and the goals you accomplished during your career and time at the company that you are proud of."
Employers also want to see what motivates you and what you believe in, said Gibson. You can start by showcasing this in your LinkedIn headline.
McKinney added that using data to showcase your success on LinkedIn or other platforms is "a huge plus."
"The more you can tie your day-to-day activities to a business metric that you influenced (i.e., 'Grew this business by X amount my first year') or whatever success looks like in your particular industry shows me that you are goal-driven and have clearly made an impact," she explained.
Brianne Thomas, head of recruiting at Jobvite
Brianne Thomas, head of recruiting at Jobvite, recommended producing a short video "to give recruiters a snapshot of [your] experience and the value they can bring to the job." This type of video could become a pinned post on Twitter or Facebook, become part of your "Featured" section on LinkedIn, or a highlight on Instagram.
"For instance, as a recruiter, something that really stands out to me is when a candidate talks through a previous success in their career or the story of a big achievement, and the steps they took to make it successful," she said.

Author thought-leadership content and participate in relevant discussions

More than a buzzword, developing a reputation and a following for your thought leadership is "a great way to increase your social media presence," according to McKinney.
She suggested writing about the topics you know (and feel confident) about and sharing your knowledge with others. These can be articles you publish on your personal social media accounts, a blogging platform like Medium, or industry publications.
To get ideas, join industry-related groups and see the kinds of questions your peers have and where you can help, McKinney added. "Try searching by a hashtag related to what you are interested in (for example: #womenwhocode, #growthmarketers) to see what others who share your passion are talking about," she shared.
Not only will writing and contributing to online groups and discussions help you join engaging conversations and potentially grow your following, it can improve your chances of being discovered by recruiters. "Searching hashtags is also a growing search method that recruiters use to find candidates, so it may end up helping you be found by one for a potential job as well," explained McKinney.
Not every post you write has to be long form, either.
"It can also be as simple as sharing your opinion on a poignant or timely topic, asking your peers for their opinion, and engaging in the conversation that follows," Gibson recommended. "For example, the recent conversation about brands who changed their logos in the wake of COVID-19 and whether that was a good use of marketing dollars or of value to people, or the debate around whether a commercial of a moldy burger was disruptive, creative genius, or utter nonsense."
Even the shortest form of thought leadership — tweets — can lead to a job offer. After all, Jona Jennings, a senior technical sourcer at Terminal.io who has worked in recruiting for Microsoft, Wayfair, and Tesla, ended up hiring a director of production based on the individual's tweets.
Jona Jennings, a senior technical sourcer at Terminal.io
Tired of searching LinkedIn for candidates for the role, Jennings turned to Twitter, searching for relevant hashtags and finally settling on #womeninproduction and #productionleaders, which she said led her to find some great production leaders that she noted to reach out to.
There was one profile that stood out: "A woman who was Lean Six Sigma Black Belt and had every single skill and bit of experience they were looking for," Jennings shared. That person received a personalized email (with a subject line related to one of the woman's tweets) and the job, resulting in the first woman in leadership at the company.

Be a group leader 

With Facebook, LinkedIn, and Slack groups providing places for professionals, hiring managers, and recruiters to mix, these platforms present another opportunity for job seekers to be recruited for potential roles.
Tara Tranum, the division director of ExecuSource
Tara Tranum, the division director of ExecuSource who has placed candidates for many Fortune 500 companies and The New York Stock Exchange, said that her team creates public Facebook groups (such as "Atlanta Job Search" or "Atlanta Accounting Job Search") to connect to professionals. She recommended that job seekers create these kinds of groups, or other industry-specific groups, for their field or region if they don't exist already, as they give recruiters "quick access to people we already know are searching for a new position," she explained.

Don't skimp out on being present on niche or industry-specific social platforms

McKinney recommended job seekers keep an eye out for industry-specific social networks and develop a presence on relevant ones. For instance, she looks for talent on platforms like Github (for tech roles) and Dribbble (for design and marketing roles).
"I love seeing candidates who engage and respond to questions on these social sites," she said. "It shows me that they are invested in their growth and learning."
More than that, she said she wants to see impressive portfolios: "When we can send over samples to hiring managers, it can help the candidate … get a first interview," McKinney explained.
There's a lot of ground to cover, but once you get started with cultivating a social presence that stands out to recruiters, it's important to keep your profiles up to date. But, noted Gibson you shouldn't feel pressure to post or engage on a certain schedule or with a specific frequency.
SEE ALSO: 5 experienced recruiters who've worked through the Great Recession reveal the best way to network and put yourself on a recruiter's radar when hiring is slow
Join the conversation about this story »
NOW WATCH: What makes 'Parasite' so shocking is the twist that happens in a 10-minute sequence


* This article was originally published here

http://feedproxy.google.com/~r/businessinsider/warroom/~3/PizRFPusrdg/how-to-optimize-social-media-profile-attract-recruiters-get-poached-job

Press Release Distribution

No comments