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Social media for recruitment consultancies

As a recruitment consultancy firm, how do you know where to start to get the most out of the social media platforms available?

As a recruitment consultancy firm, how do you know where to start to get the most out of the social media platforms available?

Truth is, there are many recruitment consultancies now taking tentative steps to get involved but don't really understand how to do it effectively. They are simply giving it a go purely because they're scared of being left behind. The fact is, social media is the way forward. Before we know it, we will no longer have to search for what we want. Technology will automatically bring what we want to us (and already has in terms of our purchasing habits.)

There is no doubt that social media offers excellent tools in attracting talent and is a great way of listening to what people are saying about their own working environments. It’s just the how to go about it which is the tricky part. A Facebook page to represent your brand can be seen as essential. Particularly with the younger audience, it can be a fantastic tool to advertise and pinpoint how receptive your audience is to your brand through number of 'likes,' 'hashtags' and an array of other internet success markers.

Equally, regular updates on Twitter will keep potential clients and professionals alike informed not only on current vacancies but also on industry trends. Twitter is also a fantastic tool for business development.  Follow key companies to be aware of their up-to-date news and subsequently use this during the initial conversation to let them know you're informed and not just another recruitment consultant. It may be easy to argue that Facebook and Twitter have their limits when presented to older generations. As the lines between young and old become increasingly mixed, these devices now have an increasingly dominant presence in the global market.

While more corporate businesses may fail to see to see the effectiveness of these quintessential pieces of social media (when it mostly focuses on one demographic), it is impossible to dispute that today’s youth will be our future business leaders, and what impressions are left on them now will certainly have an effect on their decisions tomorrow.

Finally, it would be incomprehensible to not include the business networking site LinkedIn as an employment game changer. It has revolutionised the way recruiters, employers and professionals alike navigate the net, communicate and connect to maximise business opportunities. While Facebook & Twitter may be more useful through the stimulative advertising channel, LinkedIn proves to be a proactive tool in boosting business to business cooperation, mutually benefiting all parties across demographics of a much broader scale. All of the above have changed the way employers and recruiters work together. While some still argue the old ways still work best for them, if you don’t want to get left behind in this ever growing internet age then it’s best to utilise these tools quickly. As more and more businesses take to the web, each fighting for that inch that puts them ahead in their industry, it is those most resistant to change who will one day find themselves secluded in a world dominated by social media.

"Your success in life isn't based on your ability to simply change. It is based on your ability to change faster than your competition, customers and business."

- Mark Sanborn, Leadership Speaker

  • Aug 14, 2017
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Morgan McKinley

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