Whether you like it or not, jobseekers are already looking at and talking about your company on social media. And as a small business, you’ve probably got enough on your plate without worrying about that!
The good news is that what your clients want from interacting with your company is the same as what your future employees want: both are human, and by extension, both want to work with or interact with people they respect and share values with. So let’s show them more of this on social media. If you do this well, you’ll have taken a step forward on a path that leads to better suited applicants, better quality of hire, and reduced attrition.
- Google Yourself
The people in a small business are more exposed on social media than in a corporate, where people can hide behind the masses and employer branding; use this to your advantage. Let your people attract great recruits, and don’t forget to throw in your lot too.
Encourage them to search for themselves on Google – and do the same thing yourself. If you have an unusual name, like mine, you’ll find that your LinkedIn profile and latest tweets appear high on page 1, and if your profiles are going to be front and center, you should give people something to embrace.
See how much my LinkedIn headline stands out in the results? Take advantage of that. Instead of using a job title alone, be more descriptive, so people want to know more.
Then ensure your profile includes:
- A great picture – check out ‘who’s viewed your profile’ for inspiration from those that stand out (for all the right reasons!).
- That statement headline.
- A banner photo with dimensions 1400 x 425 pixels, and
- A summary that explains quickly what you and your company are about.
- Monitor Your Company’s Reputation
There are three places I suggest you check regularly to ensure that negative reviews aren’t damaging your hiring process before it’s begun.
When someone adds a review, it’s important to address it. People want to feel that they’ve been heard, so thank them for their feedback and, if they’ve complained, suggest a way that they can reach you directly via email or telephone. In other words, you want to get them off public social media!
1. Glassdoor, which is thought of as the TripAdvisor for companies, gives you the opportunity to claim your profile, monitor and reply to all reviews, and add genuine photos of your people. Make sure you make the most of this, like Bold has:
2. As a job board aggregator, Indeed ranks high on Google, so be sure to check out what people are saying about the candidate experience your company is providing. Then use this priceless feedback to improve internal processes. Make sure you claim your profile too, which is free to do, then you can respond to the reviews you receive.
3. Your Facebook page. There are 1.65 billion active Facebook users, and even if your page has little traction, it could still be receiving reviews, so check it regularly. (Someone I’ve never even met gave my page one star but at least the genuine reviews gain more traction!)
- Get Profersonal!
Profersonal is that happy blend of professional and personal. Technology has broken down the barriers, and no longer will stuffy corporate do, especially when engaging with potential new recruits.
As a small business you don’t have the pulling power of Apple, so come out from behind the logo and be yourself – in doing so you’ll let future recruits really get to know your management team. In the long run it will prove more cost effective because you’ll attract people who match your passion and culture.
This is how I did it on Twitter:
- I used an approachable profile picture rather than a logo, stock photo, or uptight image of myself. I also used the same one on LinkedIn and my website so people could find me easily on both networks.
- I used a banner photo that shows my expertise. If you’re not a speaker, try using a photo of your employees.
- I created a bio that explains my skills but also shows off my love of dogs, my dual nationality, and my Aussie humor.
- I share many photos of my travels, which keeps people interested.
- I share content that is equally valuable to clients and potential employees.
- Take Advantage Of Cool Facebook Features
1.09 billion people check into Facebook daily, so even if your head is saying, ‘but LinkedIn is the professional network’, it’s likely that your future employees (and clients) will look for you on Mark Zuckerberg’s platform, so give them something to look at.
1. On the app, head to your profile, complete your bio (as below) and set your featured photos.
2. On your Facebook page (or your profile) add some Notes. These are similar to blogs; if you’re adding one to LinkedIn, just copy it across to Facebook too. You’ll find them under ‘More’ and ‘Manage Tabs’
3. Try out Facebook’s new streaming feature, Live. It’s simple to use and a great way to share insight into what your people are doing. Using Facebook’s app, head to your page, click ‘Publish’ and ‘Live Video’, and follow the prompts; it’s easy.
- Embrace the channels your future people actually use.
You don’t need to be on every social media network known to man, just the right ones. The easiest way to find out which are ideal for your business is to ask your current employees which sites they use. They may be designers and tell you they like Bēhance, they could be developers who like Meetup, or perhaps they’re nurses who like Instagram.
So ask your current people and then focus attention engaging in conversation there; it is ‘social’ media after all.
And if you want more tips on how to hire better candidates – faster, download the second free eBook in our business leader’s hiring series: Creating a Mighty Job Posting Strategy.