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The latest news, trends and information to help you with your recruiting efforts.

Posted March 22, 2016 by

How to use social media to engage with employers

How can college students and recent graduates use social media to engage online with potential employers (recruiters and talent acquisition professionals) during the job search process?

In this 5-minute video, Bethany Wallace, Content Manager for College Recruiter, provides tips and information for students and grads about how to maximize connections with employers while searching for jobs and networking online.


If the video is not playing or displaying properly click here.

A study by Aberdeen found that 73% of 18-34 year-olds found their last job through social networking. Social media is truly valuable, not just for use in your personal life, but for professional use as well. 94% of employers admit to searching for candidates on social media before inviting them in for a face-to-face interview.

Clearly social media matters.

According to a Career Crossroads study, you’re 10 times more likely to land a job if your job application is accompanied by an employee referral.

Knowing the right people matters. But how can you obtain an employee referral if you don’t already personally know someone working within the company? By connecting with employers via social media!

First, do an advanced search on LinkedIn to identify employees within the company, particularly those who live in your preferred region, and invite them to connect with you on LinkedIn.

Next, visit the company’s website to see which social media sites the company hosts. Follow the company online, not just to check for job postings, but also to engage with recruiters and hiring managers who post LinkedIn discussions and host Twitter chats.

One way to brand yourself to potential employers on social media is to comment on social media discussions in a thoughtful, meaningful manner. Do not engage in discussions hosted by employers in a hostile, rude manner, even if you feel passionate about the topic; remember to keep online conversation polite and courteous at all times. This isn’t Reddit or your personal text thread.

Do make it a point to share your expertise in subject matter when applicable. This brands you as a subject matter expert. While it’s great to compliment people, or make bland comments like, “Love it!” or “I agree,” these comments are never memorable.

Comments that provoke further, deeper discussion are memorable. Comments with embedded links to other great content are memorable. Insightful, appropriate comments demonstrating experience and expertise are memorable.

If you never comment and simply read threads, you will not be remembered; you must participate in order to stand out from the hundreds (or thousands) of job applicants vying for positions.

To learn more about how to use social media to your advantage in your job search, follow our blog, subscribe to our YouTube channel, and follow us on LinkedIn, Twitter, and Facebook.

Posted February 21, 2016 by

Using social media in college recruiting

Every college recruiter knows that social media is a golden means for reaching today’s college students and recent graduates when recruiting top talent. But not every employer utilizes social media to its full advantage in its college recruiting program.

How can recruiters and talent acquisition professionals partner with their content marketing teams to use social media to drive traffic to their college recruiting pages or websites? How can social media become not just a tool for engagement with college students and recent grads but a true means to an end? How can recruiters use social media to ultimately increase the number of job applications completed on their websites, and in turn, the number of quality candidates hired?

Steven Rothberg, President and Founder of College Recruiter, answers this question directly in this 7-minute video hosted by Bethany Wallace, Content Manager for College Recruiter.


If the video is not playing or displaying properly click here.

College recruiters and talent acquisition leaders need to wade through the pool of social media apps and sites and be selective about how they invest their time and energy. With countless options available, the question recruiters need to ask is which social media sites will truly drive traffic to our website?

Rothberg explains that while Pinterest, Instagram, Snapchat, and a host of other image-based social media sites are engaging for Gen Z students, there isn’t adequate research to suggest that these sites drive significant traffic to companies’ blogs or websites. They are, however, great social media platforms to use for engaging with high school and college students.

Rothberg also discounted LinkedIn as a true social media site. He believes that although it began as a social media site, it evolved into something more like a job board. With 80% of its revenue generated from its talent solutions division, it’s clear that many professional job seekers find value in posting their resumes on LinkedIn and networking professionally through the site.

Twitter can be used to drive traffic to a company’s website, but it can also be used to engage with followers. This is a great tool for college recruiters who want to post their own content, which drives traffic to their blog/website, but simultaneously want to send direct messages to candidates who ask questions or host weekly Twitter chats with college students and applicants. Rothberg mentioned the success College Recruiter has had by hosting two Twitter accounts, promoting its own blog content (which drives traffic to the blog), and interacting with clients and college students/recent grads on Twitter.

Rothberg believes Facebook is less effective; only about 4% of the people who like a company’s Page on Facebook will see the content posted unless the company pays to boost posts and promotes its own Facebook content. If the content is very engaging, and many of its Facebook followers share and like the content, it will be seen and viewed by more followers and promoted more by Facebook.

Lastly, Rothberg discussed the benefits of using YouTube as a social media site and posting videos and webinars. Many times, YouTube is discounted as a social media site because it’s simply viewed as a storehouse for videos. However, today’s college students and recent grads share and view videos frequently. For college recruiters, YouTube can be a great outreach tool. YouTube also allows employers to embed cards, or links, to their own websites, blogs, and other sites.

During the month of March, College Recruiter’s blog will feature multiple articles and videos on using social media in college recruiting. Be sure to follow our blog, subscribe to our YouTube channel, and follow us on LinkedIn, Twitter, and Facebook.

At College Recruiter, we believe every student and recent graduate deserves a great career. We are committed to creating a quality candidate and recruiter experience. Our interactive media solutions connect students and graduates to excellent entry-level jobs and internships. Why not let College Recruiter assist you in the recruiting process?