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I don't know about you, but I am seriously in love with the internet this week.

This is mostly because my best friend just got a dog, so my Instagram feed is extra cute. But that's not all!

Facebook Graph Search is rolling out, which is going to be amazing for Facebook recruiting (and internet stalking), Jobcast is offering 30 days of Premium, completely free, and there are a ton of cool links to love. It really can't get any better than that.

Something I enjoy almost as much as the internet is weightlifting, which is what earned this article the number one spot in this week's Link Love. It's a surprisingly fascinating look at CrossFit's social media strategy. I'll give you a hint — it's even more intense than their notoriously brutal workouts.

On a lighter note, Tim Sackett explains why he actually loves hiring people who'vebeen fired! This article is hilarious, but also makes some very important, yet often neglected points about the hiring process. He reminds us that any candidate with a decent amount of experience will have made some mistakes, and that people who have something to prove work really, really hard. Hard workers make for awesome employees — some pretty interesting logic and definitely worth exploration.

On the subject of recruiting, if you want to land the best candidates, you have to ask yourself what those candidates are looking for in an employer. Or, you could just ask Francesca Fenzi. Her latest article for Inc. outlines some of the key things top performers look for when considering a job offer.

Human resources does a lot more than just fill job openings — trust me. Both of my parents are HR veterans (we've even featured their advice for writing better job posts on our blog), so I know a thing or two. People in HR also play tons of solitaire and make sure the office has decent coffee! Just teasing. Here's a fantastic break down of what HR really does from Fistful of Talent.

And, just to keep with the "fabulous lives of HR" theme we've got going on, this last link is a video following one week in the life of a sourcer by the ever-entertaining Jim Stroud.

Happy hump day!

I communicate for a living. I am communicating with you right now. And now. And now!

But still, every single time I visit my doctor for a check-up, all of my communication skills go right out the window. I can barely manage to convey my age, let alone what ails me.

I have always had the gift of the gab. It's what I credit for the success of my previous career in sales. I can pretty much talk to anyone about anything. Unless, of course, that person is wearing a white coat and a stethoscope.

This is most likely due to the fact that doctors have always made me nervous. No matter how kind their eyes, or soft their bedside manner, I fear their authority and tongue depressors as much now as I did when I was a kid.

So, whenever I have to make a trip to the doctors office, my husband supplies me with both a pep talk and a list of talking points.

What does this have to do with social recruiting you ask?!

Well, social media and technology in general still makes a lot of people nervous (myself included, if I'm being completely honest). These nerves can make communicating difficult, and social recruiting doesn't work without good communication. You can't attract candidates through Facebook and Twitter without engaging with them.

Luckily, there are quite a few ways to make communicating via social networks easy. In fact, once you have a good formula down, engaging with candidates is a breeze!

Let's start with the basics. These concepts apply to pretty much any social network out there, even the image-based ones!

Make your posts relatable

People engage with posts they can relate to. That's why pet pictures, food pictures, and articles about procrastination get so many shares. These are concepts most people cant relate to. I would highly advise sticking with these kinds of posts and avoiding Tweeting about how you're drinking Cristal on a yacht, unless you are looking to recruit Mr. Howell from Gilligan's Island!

Post funny (inoffensive) comics on your Facebook Page, pics of staff parties on Instagram, and Tweet a recent article you thought was awesome.

Check out this article for more tips on how to engage candidates through social media.

KISS it

You don't have to overcomplicate things, in fact, it just confuses people! Respond with clear, simple language, and keep it short. Don't assume people know what anagrams like ROI, or KISS mean. Oh wait... (It stands for Keep It Simple Silly)

But, even if your writing isn't perfectly concise, just making sure that you respond to questions and comments in a timely and friendly manner is all that really matters.

Make like Goldilocks

Find that bowl of porridge that is neither too hot, nor too cold. I love this analogy. Mostly because I love breakfast. But also because it's a reminder of how important it is to experiment a bit, find your sweet spot, and then go with it.

Try using a "Call to Action" such as "If you're an awesome graphic designer, then Like this job!" or asking more direct questions. Experiment with different voices, wording, and post lengths. This will give you a feel for how your community responds to different communication styles, and a better understanding of much you need to interact.

Check out this post for more on how to find your social media sweet spot.

Be chatty

Unless you are communicating with a group of "experts" or other professionals in a similar field, it's important to maintain a casual tone.

Communicating via social networks is different from communicating via email. It's more casual, relaxed, and conversational. I'm not suggesting that you interact with potential candidates or customers the way you would with your pals at a UFC fight night, but remember that communicating on sites like Facebook is a conversation — not a monologue.

Hopefully these tips will have you chatting candidates up all over the internet or maybe even in real-life (God forbid)! Just promise you won't use any of them for dating, as advice columnist Ask E. Jean and I have a strict non-competition pact, and I don't want to get on her bad side!

Happy recruiting!

In the world of social media, if you can't communicate an idea, it's almost as though you don't even have one at all. Sad, but true.

For anyone not blessed with the gift of gab, social media can be a tricky thing to navigate. You just can't attract viewers without engaging people, especially on networks like Facebook and Twitter.

So, improving your communication skills is a great way to improve your social recruiting. And luckily, the web is abuzz with ways to make you a better communicator.

From improving your sales pitch to simply writing better comments on blogs and forums — these links have you covered!

Need another reason to chill on the couch and watch a movie? Well, according to HR Capitalist (Kris Dunn) you can learn a lot about how to communicate for better sales from "Boiler Room", which he quite aptly describes as Gen X's version of Glengarry Glen Ross. If you're too busy enjoying the summer to watch movies, never fear! Kris breaks down the main sales pitch tips he learned from the film on his blog.

But what if you are trying to sell your idea to someone high up on the corporate food chain? Jessica Bruder of Inc Magazine has you covered with this great article explaining how to pitch to VCs without incurring their wrath, which we all know Vice Chairs are famous for.

This article deals with a topic very close to my heart : internet commenting. If you ever want to feel depressed about the state of humanity, just spend a few minutes reading Youtube comments. If, on the other hand, you are interested in making the internet a better place, check out this awesome article about how to leave productive blog comments, that people will actually want to read and respond to.

You can take the knowledge you learnt about commenting on blogs from the previous article, and then use it to up your Facebook-commenting game as well. Then you can elevate that game even further by using Facebook hashtags. Facebook is now making a concerted effort to have users hashtag their posts, by suggesting possible tags. This is great for search-ability and recruiting passive candidates!

Say what you will about the addition of video to Instagram, but moving pictures are undoubtedly a fantastic way to communicate. I mean, yes, we already have Vine, but why wouldn't you want to at least try out this new feature on Insta? This blog post explains why using both Vine and Insta video together is a good idea, and how to do so without duplicating content.

Now that your brain is full of knowledge, give it a rest by feasting your eyes on this gorgeous Infographic. The Communication Prism is a beautifully designed map of social media websites by Brian Solis and JESS3, enjoy!

If you know any awesome blogs we should feature, let us know in the comments!

Happy Wednesday

Timing really is important.

This is especially true when it comes to social media. In fact, other than open-heart surgery, I can think of no other instance in which timing is so crucial. Well, maybe Olympic track and field, or high speed car chases, or…

Moving on.

It’s not just the content of your post that determines how many views, shares, or likes that it gets. The timing matters too. Frequency, day of the week and time of day all play an important role in determining who sees the content you share. The same is true of your job posts.

Your job posts are more effective if they are seen by more people. So, determining when your audience is most likely to be online and posting in that time-frame is a great way to improve your social recruiting ROI.

You can read the article that we posted last week, for a simple guide to finding the best times to post on your Facebook Company Page.

.. but what if you aren’t at work during the hours you should be sharing those job posts? That’s where scheduling tools come in very handy! The Jobcast Facebook recruiting app includes a scheduling tool for all premium members.

Our scheduling tool allows you to set up your job posts to be shared at the optimal time for engaging candidates. It’s also super easy to use.

Here’s how:

Start by going to your Facebook Company Page and clicking on your Careers Tab.

This will direct you to your Career Page.

Next, from the Admin panel, select ‘Manage Jobs’.

This will take you to the Job Management section of Jobcast. From there, click on the “Customize” button, located in the menu at the top.

This will bring you to the Settings Tab. The panel with the gear is where you can create a customized URL for your Career Page. The clock icon will let you schedule a job post.

Click on the clock!

Next, select Add Scheduled Post and choose the network you’d like to share your post with.

For this demo we’ll choose to schedule our post to be shared on Twitter.

From here you can fill in a message that will be used for your Tweet. For example: Jobcast wants you!

There is also space here to attach some hashtags to your Tweet.

Then you may choose to only share jobs from a particular category.

And to only post jobs that are located in a specific country, state, or city.

Next, select the days of the week you want to post on.

Then you can select the frequency. This will stop you from appearing to be Tweet-bombing your jobs, and instead will stagger them out. Believe me, your followers will appreciate this.

You can select a ‘sharing window’. This means that the jobs will only be automatically Tweeted between these hours on the days you have specified.

Finally, decide if you’d like your previous jobs to be re-shared if no new jobs are available (a great option to keep your Page looking active)

There you have it. Regularly scheduled posts to effectively target the candidates you’re looking to attract.

If you have any questions don’t hesitate to let us know in the comments.

It's LinkLove time!

We've got some good ones for you this week, hopefully they'll brighten up the mid-week slump and keep you entertained until Friday. If not, you can always follow us on Twitter for more great links, witty quotes, and twit pics of our handsome CEOs.

Our first link sets the bar very high. Which is something we've come to expect from Sharlyn over at HRBartender! This week she wrote about the importance of companies embracing mobile as a part of their corporate culture. Mobile optimization isn't the future — it's now!

Speaking of the future, this cool Infographic puts the history of the internet into visual form. And in doing so, accomplishes two very important tasks: supplying us with interesting facts to quote at networking events, and making me feel old.

Another thing that makes me feel old is my dislike of Instagram video. Why did they have to go and mess with a good thing, and force me to re-think an app I'm just now getting comfortable with? Remember the good old days, back when there was only Vine video? Well, here's everything you need to know about Instagram video.

If Insta-vids (you heard it here first folks) wasn't enough to keep you on your toes, check out Potluck. Potluck is an entirely new link-based social network that's being touted as "A house party on the internet." A BYOD house party, of course!

And just in case you thought you could get through one of our LinkLoves without a single debunked myth, we had to share this awesome debunking of recruiting myths by Tina Iantorno. Apparently recruiters and employers still "post and pray"! Sad, but true. If you don't want that to be your recruiting strategy, I highly recommend using a recruitment app with built-in metrics.

To finish with a bang, let me ask you this very, very serious question: What if John Lennon were to compete on the Voice? The John Lennon! Would he have even made it past the preliminary rounds? This article is worth a read, but the commentary that follows is what really steals the show.

Read any fantastic articles lately? Let us know in the comments.

What were you doing at 5 a.m. yesterday morning?

Hopefully you were either in bed, fast asleep, or at a really, really amazing party.

Hopefully you were not like me, and totally unable to sleep, hyped up on caffeine, surfing Instagram all night long. The worst.

And all because I decided to schedule a coffee date/meeting for after dinner. Caffeine after three is never good for me (although it apparently makes me a better poet!), and neither is neglecting timing when it comes to your social media content.

Scheduling is a key part of social strategy. Understanding what days of the week, what time/times of day, and how frequently to post content is fundamental to your success.

It’s also a rather simple formula to master. Which is very nice considering how tricky social media can be.

There are a million great articles floating around the internet to help you understand how to time your content.

But here are a few of the basics, just in case you don’t have time to read a million articles this morning.

Twitter

Tweets have a very short “lifespan”, which refers to how long they remain visible to your followers. You should post hyper-current, trending content on Twitter, as that’s the type of content most likely to get you re-tweeted and followed.

Scheduling Stats:

• Monday through Thursdays are usually best, although participating in #FollowFriday is never a bad idea.

• Between 1 p.m. and 3 p.m. is the usual recommended Tweet window.

• You should generally aim to post content at least four times per day. Spread your posts out evenly so as not to “Tweet bomb” your followers. By my own logic, I really ought to Tweet more!

Facebook

Facebook content, like Twitter, should be current. But they do not have to be quite as trendy as your Tweets. Your Facebook posts should be very specific to your industry and company brand, whereas with your Tweets, you have a bit more leeway when it comes to content.

Scheduling stats:

• Wednesday wins best day to post, hands down!

• Aim for between 1 p.m. and 4 p.m.

• Post content at least once a day. You can be a bit more active, but the beauty of Facebook is that content has a longer lifespan there, than it does on Twitter, so you can  post less and focus more on making those posts count!

Google+:

Confession, I have been neglecting Google Plus lately, even though Google+ is great for social recruiting and employer branding. I’m going to remedy this as soon as I’m done writing this post, taking nap, then checking my Instagram.

Scheduling Stats:

• Weekdays are best, especially for social recruiting and business.

• The best time to post, give or take an hour, is around 10 a.m.

• How often? Well, personally, I would recommend playing it by ear a little with G+. Post whenever you have a new blog post to share, job to list, or find an article that you think is super pertinent to your Google Plus community

LinkedIn:

Oh LinkedIn — so persnickety! Your content should be relevant, but does not necessarily need to be current. You can get away with posting older articles, so long as they are on point.

Scheduling Stats:

• Tuesdays through Thursdays are best. Mondays and Fridays are not worth your time, according to most statistics. LinkedIn is just weird like that!

• The best time to post is around 8 a.m. give or take an hour, and then again from 5 p.m. until 6 p.m. Don’t post after 6 p.m. though, unless you want your content to disappear into the deepest, darkest recesses of the inter-web — never to be seen again!

• Depending on how important LinkedIn is to your strategy, you can post once a day or once a week. A happy medium is to post an article (brownie points if you wrote it yourself) once per week, and comment on other peoples’ posts once per day.

Your own personal blog:

Staying on trend will help your blog posts, as trending topics are more likely to be posted to Facebook and shared on Twitter. But, you need to also focus on writing what’s often referred to as “evergreen” content. This means content that will stay relevant for several years. This is because blog posts have the longest lifespan of any other social media content you produce — they are the social media version of a gift that just keeps giving!

Scheduling Stats:

• Choose two weekdays that work well for you. Mondays and Wednesdays work well, as they are earlier in the week, giving you more days to share them through other social networks.

• Posting in the morning will also mean that you’ll have more flexibility for sharing throughout the day.

• As previously mentioned, two times per week is perfect for blogging. Any less and you’re simply not putting out enough content to stay relevant with your reader base. More than that  is great, if you have some extra time or ideas kicking around, but two posts a week has the best return on investment.

Check bit.ly for more great stats on content timing

As with all things in life, your social schedule is unique to you. These suggestions are a general guideline.

Once you’ve been actively scheduling posts for a while, and built a bit of an audience, try using an app like followerwonk (for Twitter), to assess what times are most effective for you personally. You may be shocked to learn that posting content at three in the morning is actually the best possible time for your gluten-free taco truck business… Or that your Facebook Fans are very active on Sundays, and that’s a perfect day for you to post new jobs.

In order for your content and job posts engage and convert, make sure to use a scheduling tool like the one included with the Jobcast Premium Facebook recruiting app. That way you can make sure you’re posting at the best possible times to get your jobs seen.

Mobility is very important. Which is why I do yoga, even though I think it's kind of boring. I would much rather play a rousing game of one-on-one basketball with my husband (even though he thoroughly trounces me every single game — I blame the height difference). Take care of your mobility or you'll miss out on all kinds of fun! Such as: dancing like a crazy person, scaling the shelves at your local grocery store to reach your favorite chocolate bar, or taking advantage of killer recruiting opportunities. If your social media strategy isn't mobile-compatible, you're missing out on candidates. It's as simple as that. We know that more and more candidates are using their phones and tablets to look for job opportunities. According to this awesome recruitment Infographic, it's around 86% (Although, even I'll admit that seems a tad high.) But still, If your Career Site isn't optimized for mobile, the candidates that do find you via tablet or phone are probably not going to return to your site. In fact, according to this survey 46% of mobile users will not return to a website that they had trouble accessing from their phone! We believe that being optimized for mobile, means more than having a Career Page that doesn't break when candidates try to access it on their phones. A truly mobile-friendly site is responsive, which means it is flexible enough to work on a range of different devices. We really focus on this, because our app is built for Facebook and the amount of Facebook users accessing the social network via mobile just keeps growing. We also help employers recruit via social networks like Twitter, and through job boards, which have also seen a huge jump in mobile users. Candidate experience aside, mobile compatibility even matters for SEO — big time! Google recently announced that if sites are not mobile-optimized they will be demoted in search rank. This makes a lot of sense considering that 1 in 5 of their users are accessing the web from mobile devices. Google will be using a speed ranking for mobile, and they also highly recommend avoiding Adobe Flash as it's not smartphone-friendly. Wow. I think that's our most serious Link Love to date! Mobile isn't all stats and business though. It is also super fun. Remember when we made a Vine recruiting video? That was hilarious. Nowhere near as awesome as these incredible Vine videos by Ian Padgham though. Well, that's all the links for today. Hopefully they inspire you get a bit more mobile. If you have any tips or advice for mobile optimization, or on how I can improve my basketball skills, let us know in the comments!

We’ve been talking a lot about staying relevant on the blog lately.

Because, when it comes to social recruiting, staying up to date on all the latest trends in media and technology is crucial to being successful.

Right now nothing is more relevant than mobile.

Last year alone saw the use of mobile increase by 103%. More than 2 out of 3 Facebook users log on via mobile, and even more importantly, about 1 in 6 users use Facebook from mobile exclusively.

And not only are people using mobile more often, they are using it specifically to hunt for work. According to a recent article on Mashable, 77% of  job seekers surveyed were using mobile for this purpose. This is not only because of the increased use of smart phones and tablets for searching in general, it is also because people do not want to look at career sites from their work computers. They use personal devices to keep their searches private from their employers.

If you want those candidates to apply for, or even to view your job posts, you must optimize your Facebook Career Site for mobile.

And yet, far too many Facebook Career sites are not. In fact, in a recent survey, we found that only 1 in 20 of the career sites we looked at were mobile-friendly.

This is why we think it is so important to provide mobile optimization for Jobcast Premium users!

Facebook won’t allow apps to work in-site on mobile devices, this makes mobile tricky. To work around Facebook’s rules, and ensure that your job posts are mobile friendly, you can use Jobcast to set up a fully-branded custom URL.

Your custom URL is smart, so when a candidate clicks through it, if they are using desktop, they’ll see the desktop version of your job post, and if they are on mobile, they’ll be directed to the mobile version of your Facebook Career Site.

The mobile version of your app uses ‘responsive’ design.

Responsive design means that your Career Page will detect the gadget that your visitor is using, how big or small their viewing screen is, and then responsively redraw the Page to make it easiest to read.

This is extremely important because job seekers are looking at your posts from all different sizes and types of devices, so responsive design is essential to candidate experience.

No more awkward, squinting, pinch/zoom job hunting!

The easier it is for candidates to find jobs on your Page, the more applications you’ll get. It’s as simple as that. As we’ve already shown, more candidates than ever before are searching for jobs on Facebook using mobile devices. This means you need your Facebook Career Site to be responsive and optimized for mobile.

Here’s how to get your own custom Smart URL!

First, pour yourself a cup of delicious tea, hot or iced, it’s up to you.

Go to your Facebook Company Page and click on your Career Tab. This will direct you to your Career Page.

If you are logged in as an admin (which you must be in order to make changes) you will see an Admin Menu Bar. Click on Manage Jobs.

This will bring you to the Job Management section of Jobcast. Click Customize at the top of your screen to go to the General Settings page.

On this page you will see a space to enter your very own custom URL.

Enter your desired domain name.

HOT TIP: Make it the name of your company, otherwise applicants will be very confused!

Share this new custom URL with everyone you know, link to it on your company site, put it up on LinkedIn, Pinterest, and Instagram, and Tweet the heck out of it.

Yesterday, Facebook webcast its first shareholder meeting live.

This meant that anyone with access to the internet could sit in and observe. Pretty crazy, especially when you think back to 10 years ago, when it was barely possible to stream low-res cartoons.

For today’s Link Love, in honor of our ability to watch Facebook do business in action, we thought we’d highlight some cool Facebook news from around the web.

This article goes into some detail about the recent Facebook shareholder meeting. It shows their current stock performance and explains Zuckerberg’s strategy (which basically boils down to : THINK LONG TERM.)

Something that should make stockholders happy is Facebook’s increased focus on improving services for businesses. According to this article, one way in which FB is going to do that is by giving Facebook Ads a big face-lift. Which kills two birds with one stone by making businesses happy, and by setting up that terrible pun!

Speaking of ads, this blog post by Joe McCormack explains the science and art of getting Facebook Ads just right. He also references the Amazing Spiderman, thus providing our quote of the day:

“With great power comes great responsibility”

And as if a Spiderman quote isn’t amazing enough, this next link takes a look at what successful brands are doing right on Facebook, and brings them to life as personas. Okay, so that sounds less amazing than the Spiderman thing, but trust me, it isn’t. This article is hilarious and brilliant. My favorite persona is the “Game Show Host”. Check out Carrie Kerpen’s article to find out which one you like best (or most resemble).

This last link is just for fun. I can’t believe how many posts we’ve done on Facebook, and yet we’ve never featured a link from the ever hilarious Failbook. It could have something to do with the fact that much of what they post is completely inappropriate for work… But this one is G-rated, so click away!

Happy Facebooking!

What better way to learn than by studying other successful people?

I've learned everything I know by imitating comic book characters and Jamie Oliver. Hence my fantastic salad making abilities and wicked crime fighting skills.

When it comes to learning new tricks, examples go a long, long way.

We're always paying attention to companies who are super at social recruiting because it's the best way to take your Facebook recruiting practices to the next level.

Unlike cooking and rescuing redheaded reporters from danger, Facebook recruiting is still relatively new. But luckily there are still lots of innovative early adopters to learn from.

We put together some examples of specific best practices employed by family-run business Gordon Food Service, hospitality giant Hotel Marriott, and the province of Saskatchewan. All three of these businesses provide fantastic examples for any employer interested in giving Facebook recruiting a try. We'll explain how you can learn from their example and apply their strategies to your own recruiting.

Gordon Food Service

Gordon Food Service has made their Facebook Career Page a place where people can get a more in-depth look at what their company culture is really like. How their staff interact, what their values are, and what the company prioritizes are all showcased on their Facebook Career Page.

GFS uses Facebook to communicate their brand message not just to candidates, but also to current and potential customers. This is why they make branding a key part of their Facebook Career Page.

What can you learn from Gordon Food Service's strategy?

Use your Facebook Career Page to express company culture and promote your brand.

All of Gordon Food Service's content is valuable, in that it is useful to clients and potential candidates. The GFS Facebook Career Page is fully branded with company colors and a custom banner to maintain brand consistency. They post updates about community service projects, fun staff activities, and sponsored events. GFS also posts food-related questions to their fans, topical articles, and great tips on new trends in food. GFS engages with their fans by creating dialogue and asking and answering questions, which has garnered them a very loyal Facebook following. Check out their Company Page and you'll find tons of positive comments and thank yous from their customers and employees.

Follow their lead and your Facebook Career Page will grow your brand and your talent pool.

Next up, Hotel Marriott

Hotel Marriott turned the social recruiting world on its head by using a social game to recruit thousands of hourly workers for their massive expansion outside of the U.S.

Potential hires create their own virtual restaurant, buy equipment and ingredients on a budget, hire and train employees, and serve customers. Gamers earn points for happy customers… and lose points for poor service. Players' success is based on their operation turning a profit.

What can you learn from Marriott?

Experiment

I'm not suggesting you invest thousands in creating a virtual game - far from it! But trying new social strategies will set your employer brand apart.

Try out different kinds of content, posting on different days or at different times, and maybe even make a short recruiting video. You won't know what works best for you unless you experiment.

And last, but most definitely not least, Think Sask Jobs!

The Think Sask Jobs campaign is an effort to brand the Province of Saskatchewan as an awesome place to live and work, in order to fill the many new jobs created by its booming economy. Phoenix Group has been incredibly successful in using Facebook to create an Employer brand for Saskatchewan. Their page has over 5,000 Likes and their average daily reach is around 1.7 million users.

What can you learn from the Think Sask Jobs campaign?

Have a Game Plan

Much of their success is owed to the creation of a brilliant and specific social strategy. Phoenix group researched how frequently they should post, what days and time work best, and what kinds of content are the most appealing to the workers that Saskatchewan needs.

They then created a game plan based on their research.

For example, the content posted on the Think Sask Company page is divided evenly into three categories: job postings, posts about how to get hired in Saskatchewan, local culture and fun lifestyle-related content. That way they know exactly what kind of content is needed each day.

Even the choice of Facebook as a medium for their social recruiting effort was based on solid research into where potential candidates were looking for jobs.

Researching before beginning a social recruiting campaign is a must (you can start with this article about how to use Facebook for recruiting), as is creating a plan to guide your efforts.

What do all three have in common?

All of these businesses uses metrics to measure their success. Tracking what works and what doesn't is an important part of any recruiting campaign, social or not! That's why the Jobcast Facebook recruiting app supplies an easy way to view reports and statistics. You can't move forward without knowing where you've been, so make sure you keep your metrics up to date. For that we recommend using the super effective combination of the Jobcast Facebook recruiting app and Facebook Insights.

Hopefully these awesome Facebook recruiting examples inspire you the way they do us, happy social recruiting!