Social Recruiting

In our first year of operation, Jobcast has already managed to exceed our expectations.  We started with a simple idea and it blossomed into a company that we are extremely proud of. We went through a re-branding process from our social recruiting app’s original name, ‘Sydicruit’, to what it is today. We have built an app that is efficient and simple to use, and that was always our goal – to make an easy to use, simple social recruiting application for you, the user, for your social recruitment needs. Our user base has continued to grow tremendously over the past year, and the feedback and comments we have received have been invaluable.  Our app is constantly evolving as we learn from you. What works, what you feel doesn’t. What you’d like to see in the future. The aspects of the app you enjoy. The features you love. Our team has grown as we continue to grow. Our committed and passionate team will assist with propelling Jobcast further as we grow. We are thankful to be working with such a talented group of people. It’s hard to believe that it has been a full year since we started Jobcast. I guess time sure does fly when you are having fun. We are grateful for a fantastic first year and are looking forward to the years to come! Sincerely, Ryan St. Germaine CEO, 

Jobcast.net

Google+ for Business is here to stay, whether you are ready for it or not. I know that many of you are currently thinking "Oh great, yet another social media platform. Why do I need to create a Google+ business page in addition to Facebook, Twitter and YouTube pages?" It does seem a bit redundant, however, there is an extremely large audience that uses Google+, so it would be a shame not to capture the attention of those users. Plus, do not forget the power that Google itself brings to the table as a search engine. It's a well known fact that social media actively relates to search marketing and given that Google is the premier search engine on the internet and they favour their own sites, a Google+ page will certainly effect your company's search rankings. Google officially announced that it will be giving greater authority to Google+ Pages in search results. As soon as we heard about the announcement that Google+ Pages were available to the public, we created a page for Jobcast immediately. It's another great avenue to connect with your company's employees, potential candidates, fans and followers. Set up your Google+ Business Page here. Don't forget that you will need a Google account to sign up. Don't worry, it's simple. Click here to create one.

In order to receive the highest amount of qualified candidates that apply to work for your company, it is important that your job listings rank high on major search engines such as Google. These simple SEO tips will ensure that your job listings come out on top.

Keywords are Key:

• Use descriptive keywords rather than numbers when creating a title for your job postings. This will make it easier for the search engines to categorize results in your favor.

• Make sure to use phrases that best describe what the advertised position entails. When deciding on keywords consider using these title options: job title, alternative job titles, industry terms that applicants would be familiar with & location of position.

• Once you have selected a job post title, include relevant key words in the body of your text as well to further ensure website optimization.

Tools for Success:

• Google’s Keyword Tool

  evaluates the keywords you are using and determines the popularity of the keyword based on the number of searches per month. This helpful tool also provides other commonly searched terms to help you decide on the most effective keyword combinations.

Branding the Culture of your Company:

• The culture of your company is important – so make it visible. Conveying your company’s branding strategy through your website will help applicants better understand what it would be like to work for your company. This will streamline the candidates and further sell the position.

Use Keywords in Your Company Description and/or Boilerplate:

• Be sure to optimize the keywords used within the copy of your company's description/boilerplate. Try to use keyword phrases that explain your company's business, industry and describe your company culture.

Sharing through Social Media

• One of the best ways to get people talking about your job postings is to make them shareable on social networking websites like Facebook, Twitter & LinkedIn. Try using Jobcast to create job listings within Facebook that can then be easily emailed and shared within social networks.

We agree. Social sharing is huge. Without social sharing, social recruiting would not be where it is today.

The article below care of Media Bistro describes the profound impact of social media and social sharing in our current world. The study sampled 2,059 consumers that all had to be active on Facebook, Twitter or Google+ and that fell within the ages of 16-40. Out of the sampled group, 68% fell between the ages of 19-34.

Some interesting statistics:

– there are over 845 million monthly active users on Facebook, and more than HALF of which login daily – sharing via mobile devices grew 6 times in 2011 alone – Facebook made up 52.1% of all sharing online in 2011 though Twitter and Tumblr grew their volume of shares by 576.9% and 1299.5% respectively

________

Twitter, Facebook, Google+ And The Future Of Social Sharing [INFOGRAPHIC] By Shea Bennett on February 16, 2012 6:00 AM 

Social sharing is huge.

In less than a decade, platforms such as Facebook and Twitter have given rise to a phenomenon that has literally changed the world. At the click of a button, a user anywhere on the planet can immediately share content with friends, family, colleagues and clients, who, thanks to the ripple effect, can repeat the process, ultimately passing a single piece of information on to potentially millions of people.

This empowers individuals and businesses – everyone now has the capability to make a difference. But what does it mean for the future? Five years from now, what types of content will be shared the most, by whom, where and why?

Digital marketing agency Beyond analyzed the social sharing habits of over two thousand active Facebook, Twitter and Google+ users. By evaluating what makes something ‘shareworthy’ today, Beyond made six predictions about sharing habits in the future.

The rate of shared content will eventually plateau. Users become more passive the longer they are on a social network, which means that brands need to find ways to keep their fans active and engage.

The rate of shared content will eventually plateau. Users become more passive the longer they are on a social network, which means that brands need to find ways to keep their fans active and engage.

Like it or not, frictionless sharing is here to stay. While unpopular with many, frictionless sharing has been ushered in by Facebook and is used by Spotify and others. A backlash has already began, but Beyond argues that this will pass and frictionless sharing will soon evolve to become commonplace and more widely accepted

The Google+ Circles model is likely to catch on. It needs to be simplified for users, but segmenting your social networks into specific friend groups to selectively share content may prove to have legs

Discount, discount, discount. Consumers will always want discounts and giveaways, and brands that utilize these marketing tools will spur users to continue to share their content

What we’re prepared to share will evolve. The most common events that people share now are status updates about life achievements, but over time this will likely evolve to include personal milestones sent via frictionless sharing, if this can be made easier

The reasons why we share will remain the same. The top three reasons for sharing are to inform friends, express a point of view or to say something funny. These elements have been the bedrock of how we have always expressed ourselves to others, and this likely will not change

According to ERE.net, the top best-practice employers get 50% of their hires through employee referrals. There have been additional studies that have shown that employee referral programs provide many benefits including increasing the quality of hires, morale and a company's bottom line. Not fully utilizing referrals means that you may miss out on the opportunity to hire a significant number of top-quality candidates. So, let's discuss some best practices to ensure that your company can reap the benefits from an effective referral program. Motivate, motivate, motivate: 

Offering compelling cash incentives will certainly encourage employee participation. Cash bonuses are by far the biggest motivator in getting employees to participate in employee referral programs, however, you can also recognize employees for referring candidates by giving out vacation days, holding a raffle with fabulous prizes or through thank-you notes or gift cards. Communication:

To ensure that employees know the full details of the program and its process,  ensure that employees are well of aware of the program through communication, outreach and training.

Get social: 

Utilize your company's social media networks to post new job listings and encourage employees to share the posting links with their network of contacts. Through educating employees and managers on how to effectively use social networks for professional purposes (through communication or training), your employees can easily seek quality referrals through the click of a button. Offer incentives for early-bird referrals:

Promote friendly internal competition by awarding 'early-bird' (ie: first to submit a successful referral) with additional compensation. Place emphasis on quality referrals:

Create a plan to discourage your employees from referring strangers, acquaintances and relatives. In order to ensure that your employees are bringing in people that they feel are a great fit for the role, ask employees to thoroughly know and assess their referral's work, skills and interest in the job. Provide continuous employee notifications after a referral is submitted:

Once an employee submits a referral, most are usually nervous about whether or not their referrals were a good fit. A recommended best practices it to e-mail employees immediately when their referrals is accepted/rejected, if their referral has been approved for the interview process and if/when the candidate is hired. Measurement and assessment:

Constantly strive to ways to improve the program. Ensure that the ROI is measured and evaluated on a regular basis and that the program is revised based on the results. Ask for employee feedback:

Survey employees post campaign to regularly gain insight into important factors such as thoughts on the current incentives and the effectiveness of the current employee referral program. High-level best practices for a successful employee referral program. Get started through social sharing job postings on social media with Jobcast. Install our app for free here.

Via Mashable: So you’ve got a great job that’s waiting to be filled at your company, and you decide you want to tap into the already measured power of social media recruiting. You start to wrestle with the big kahuna, LinkedIn, and you’re also covering niche social media sites for your industry. But you may be ignoring an intensely powerful tool hiding right under your nose — Facebook. The social media mega-site has proven successful for snapping up young professionals, but it can be a great resource for finding talent at any level. Continue reading the full article on Mashable here.  

Start social recruiting with Jobcast. Get started for free here!

At the end of 2011, the analytics team at LinkedIn had a look at the most common buzzwords on people's LinkedIn profiles. What we found interesting is that there was one particular buzzword that was number one in quite a few countries including Australia, the United Kingdom, the United States, Germany, the Netherlands and here in Canada. The word? 'creative'.

Given the large international representation of LinkedIn's members, here are the number one buzzwords for a selection of countries across the globe:

Creative: Australia, Canada, Germany, Netherlands, UK, US Multinational: Brazil Dynamic: France Effective: India Problem solving: Italy Motivated: Ireland Managerial: Spain Track record: Singapore Do you use the word 'creative' on your LinkedIn profile?

With Jobcast, Facebook recruiting could not be any easier. Below are some of the capabilities of our system and how it can help you with your social recruiting needs. Post Jobs on Facebook - Share on Twitter & LinkedIn

Jobcast is simple. It allows you to post jobs on Facebook and source top talent faster and with ease. With Jobcast, you can target the millions of potential candidates that logon to Facebook daily. With Jobcast, you can:

• Drive quality candidates to your company job postings, Facebook page and website, therefore building brand awareness further.

• Manage candidate applications directly through Jobcast. You can also integrate with your ATS. Please contact us here for more details.

• Increase application exposure through social sharing. With Jobcast, you can share jobs through Twitter and LinkedIn and job boards (Indeed, SimplyHired, Juju and Jooble).

Post Jobs Directly on Your Facebook Page

Jobcast is completely integrated into Facebook. The app allows for employers to post, edit and share job postings directly in Facebook. The app automatically creates a ‘Careers’ tab on your Facebook page where candidates can view current opportunities. Jobs are then posted to the Facebook Page wall and can be shared and broadcasted from there. Social Sharing Through Facebook and Beyond

With over 845 million users on Facebook, leverage those users to virally distribute and share your jobs. Jobcast’s social features  encourage users to “Like” and share jobs via public wall/timeline posts, or through private messages. The posts will be seen in throughout social groups from posting to profiles and listed in newsfeeds. Each job posting also includes a direct link that can be easily sent via e-mail or instant messaging. With Jobcast, you are also able to post job openings directly to Twitter or LinkedIn, which increases the number of referrals and therefore increases the effectiveness of your social recruiting. Integrated Administrative Panel Within Facebook

Potential candidates can apply to posted positions directly through Facebook. Applicant information and resumes will be sent directly to the administrative panel, or, there is an option to have the applicant information sent to you via your e-mail account. In the administrative panel, you will also be able to add relevant notes in each applicant file and through our simple Jobcast rating system, give applicants a rating out of 5 stars. Integrate your ATS

Jobcast allows for an option to integrate your job postings from your corporate career page or ATS onto your Facebook Page. For more information, please contact us here. Reporting, Analysis and ROI

With Jobcast’s reporting feature, you are able to see job views by source to determine which networks offer the greatest exposure, applicants by source to see where your applicants came from and total hires by source to identify which networks most often lead to successful candidates. Managing your jobs through social media with Jobcast couldn’t be any easier. Post jobs to your Facebook Page. Get started here.

Via Mashable: Job trend reports are pointing to big things for the tech industry, including lots of openings and opportunities for growth. Here’s the lowdown on tech hiring trends. In 2012, there will be increased demand for mobile app developers, data warehouse analysts and user experience designers. Consider the number of people companies will need to hire to build mobile applications across platforms for Appleproducts, Android and other smartphones. We have previously reported that the smartphone app downloads are projected to grow from 10.9 billion in 2010 to 76.9 billion in 2014. Read the full article on Mashable here.