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Last week I was running a few webinars for a client on Twitter and had to find some real life examples of job postings on Twitter – and I  was really disappointed with what I found online.  At the same time  I was digesting Bullhorn Reach’s newest set of data collated from  their gorgeous social recruitment platform which points to how  powerful Twitter is as a social recruitment tool…things didn’t add up for me.

First of all, some interesting stats from Bullhorn Reach’s report:

  • 53% of UK Recruiters (the largest Global demographic) post jobs to Twitter – wouldn’t have guessed that!
  • The average Twitter following for a recruiter (globally) is 37 – really poor!
  • Twitter drives almost twice as many job views as Facebook and three times more applications per job– interesting…
  • Agency recruiters receive 11 times more Twitter applications than a corporate recruiter – this is great news for agencies that are worried about their clients having the march on them.

And here’s the one that got me giddy: a Twitter follower is three times more likely to apply for a job posting than a LinkedIn connection. This is great news and is it down to most job applicants using their social time (Facebook and Twitter) to look for work, and funnily enough not their working day, whilst surfing LinkedIn, to look for jobs?

So, if Twitter is so great at helping agencies attract talent, what do I see on Twitter? I look at the average job post on Twitter and it is littered with the following hashtags:

#Jobs #Hiring #Jobs

POINTLESS!

If you know anything about hashtags, you’ll know that the whole point is to help people find stuff in the 33 billion tweets sent per day.  You wouldn’t add a job to a job board simply with the category “Job” – so why do it in social media? (Previous blogs on hashtags will give a little more information if you’re wondering what the hell I am bleating on about).

I have met a couple of recruitment businesses recently who can’t see the point in Twitter and want hard facts (£-related) before they invest in this medium.  The stats above speak very loudly that Twitter is a major force in recruitment, and for many of my clients is really reducing their job board reliance (and spend).  So, Twitter is a piece of kit that can save you money and attract applications… who wouldn’t want that as an outcome?

So the stats, coupled with the lack of decent job postings on Twitter led me to the following conclusion…

If the average follower number for recruiters is only 37, AND recruiters are not marketing their roles on Twitter effectively using hashtags AND Tweeters are three times more likely to apply for a role, then  what’ll happen when recruiters get more followers and use hashtags appropriately?  They’ll get a lot more applications and bingo, we won’t be discussing whether Twitter is great for recruitment, we’ll be celebrating the use of social media to attract talent and stop wondering whether a tweet can make us hard cash.

We are running Twitter for Recruiters courses for time-starved recruiters, who either think they have a handle on Twitter, or they just don't get where it fits into their recruitment or business process. Read more about the courses here

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