How Facebook Could Transform Talent Attraction... But Its Gonna Cost

How Facebook Could Transform Talent Attraction... But Its Gonna Cost Newspaper job  adverts  are dead, long live radio! Radio talent attraction is dead, long live job boards! Job  boards are dead, long live LinkedIn! LinkedIn is dead, long live… Ok, I know LinkedIn is far from dead, but the way many recruiters have used it, it may just be dying out with new changes. So, what’s next? There is one thing for sure,  whatever it is, it aint  gonna be free! And it might just be any one of the dead channels above, or a completely new one.   As a recruitment marketer, I am always keeping my ear to the ground on the new methods that can be used to deliver great ROI. So, what’s on my radar at the moment? Things like: LinkedIn: Ads platform and pixel Facebook: Ads platform, pixel and messenger bots Programmatic: Companies like Adroll,  Adbeat and Jobs The Word So, let’s take a dive into how we can use the tools that marketers use on Facebook  to deliver  their campaigns, and how we can use the same tools as recruitment marketers. Facebook targeting When starting to advertise on Facebook, it can seem like a bit of a confusing  minefield. For a start, it is a tad more difficult to create your audience than using the similar tools on LinkedIn.   So, why bother? The  audience is huge and active.   To be precise, Facebook has over 2 billion monthly users…I will let that soak in for a second…2 BILLION…compared to LinkedIn’s 25% active monthly users meaning circa 125 million. On Facebook, you can still target industry, job title, location and other demographics. Also, at the moment, you can advertise on the dodgy ad boxes on the right of your Facebook newsfeed and directly in a user’s newsfeed. Soon, you will be able to push messages out through messenger as well. Whilst the Facebook ads platform is more complicated, you are led through by being offered specific advert types based upon your intention. You will also find that Facebook ads cost very little compared to the platforms, but the key here is converting traffic into known candidate leads. Doing so will require more effort. Facebook pixel audiences An integral part of any marketer’s toolbox is the  Facebook pixel. The  Facebook pixel is  installed on  your website and tracks your visitors. It then lets you push  adverts to this audience on Facebook. Here are a couple of great  strategies to build audiences that you might consider: Track everyone who visits a specific type of job on your  website and then re-advertise relevant jobs to this audience in the future meaning you are pushing adverts to people that are interested. Target people that visited  your website once but have not done so in the last 6 months. This  could be a valuable asset when planning how to keep your audience engaged and compliant for the new General Data Protection Regulations coming in the year 2018. Stage targeting  The secret sauce This is where  you can get  really smart. Let’s be honest, people will visit your site and drop off  before applying for jobs.   This could be for a number of reasons…they  don’t know you as an employer of choice, you  didn’t have the exact role they want to apply for, they got distracted…and lots more. By building out your pixel strategy, you can deliver a campaign of employer branding  content to your audience based upon how engaged they are. This might look something like: Becoming aware  High level branding, information on your  services, locations, cool products, your teams and thought leadership Once they aware we can educate the audience on your  employer brand This will include content like awards, team stories, employee profiles, relevant white papers and news on local careers. Now they are educated, let’s help them  consider  This is where you highlight your value propositions…why should they work for you,  rather than for a competitor. Show them videos and  stories about what their job and career progress would look like.   When a group of people are actively considering you as an employer, use this  audience to invite them to an open day, interview day, apply for jobs, a careers  webinar… do you get where I am going here? So, there you go; a great few ways to use Facebook to target your required audience, segment your audience into talent pools and to deliver the right content to them to help them consider you as an employer of choice. But, of course,  all of this will cost. Every time you promote a post to your  audience on Facebook, you will be paying to do so.   But,  don’t panic as Facebook’s advertising platform can return a great ROI if you carefully plan your messaging, content and candidate lead conversion tactics. Will Facebook be the new king? Who knows, and who cares? As long as we stay on top of what’s new, we will be there to find out.

Finding Your Career Path

Finding Your Career Path Im a firm believer that you dont just need to have one career. I graduated from college thinking that I wanted to be Editor in Chief of a teen magazine. Three years after I worked in the magazine world I decided to give marketing a go. Then I decided that I wanted to go back to school and now, at the age of 28, I am an entrepreneur. There was a time when I thought I was floundering, but now I truly believe that I was following my heart and finding my strengths. So how do you figure out what you want to do? I recently interviewed a 30-year old HR manager and owner of her own networking business and here are some tips she gave: Listen. Your friends are your best critics, so if they tell you how brilliant you are at throwing parties, giving speeches or whatever, listen to them. They might be onto something. Journal. Journal. Journal. I could not stress this enough. This is for your eyes only, so dont worry about grammar or what you put down. Some things to think about: what was fun that happened that day? What do you look forward to? What was the worst part of your day? What makes you glow? A lot of people believe they have to have a 9-5 job, but there are a lot of successful women out there who set their own hours. Ahem, most entrepreneurs. Is that what you want? Or do you crave the structure of a 9-5? Think about the times when youre the happiest. What do you think about switching careers? What is your advice for women who feel like theyre floundering?

How To Find Your Own Personal Career Style Video Training

How To Find Your Own Personal Career Style Video Training Hi Classy Career Girls (and guys)!  Its Friday!  That means that it should be networking interview day BUT my interview is actually happening today which doesnt give me much time to get the post done and out to you.  So instead I am showing you a sneak peek video of Classy Career Girl Academy.  I originally planned to launch the Academy this Spring but I instead decided to revamp it and make it much, much better.  So for the time being, I want to share it with you now for free. Here is one of my FAVORITE videos I created about how to find your own personal style. If you are like me, there is one thing that you want more than anything.  Someone to magically tell you what to wear, what looks good and how to look professional. It can be hard and expensive to buy an entire professional working wardrobe.  Hopefully, the tips in today’s video will help you stand out and feel comfortable in the office. One of my favorite pieces of style advice is to have flair!  A person with flair has the remarkable combination of style and self, a brainy desire to stand out and be noticed right from the beginning.  You can tell when you are trying to be someone else and you aren’t comfortable in your own clothes.  You have to find inspiration to find your own personal style.  Finding your unique style helps you achieve a sense of  confidence and comfort in the way you dress. Watch this video with my three tips on how to find your own individuality and personal style. Pinterest  (Follow Classy Career Girl’s boards here) If you need an invite, just contact me!  I can invite you!  Apparently, my mom just tried to sign up for Pinterest and there is still a waiting list. Polyvore Create a fashion inspiration board “Style is knowing who you are, what you want to say, and not giving a damn.”  â€" Gore Vidal How have you find your own personal style?

3 Killer Recruiting Mistakes Small Businesses Make - Personal Branding Blog - Stand Out In Your Career

3 Killer Recruiting Mistakes Small Businesses Make - Personal Branding Blog - Stand Out In Your Career As someone who started a business from an apartment, I can empathize with entrepreneurs and I constantly root for the start-ups who come to our recruiting firm for employees. As a matter of fact, we have an entire group solely dedicated to small business clients simply because entrepreneurial firms need significantly more help with their recruiting. Unequivocally, smaller companies have longer hiring cycles, endure more candidate rejections, have a higher employee turnover rate and often end up recruiting the employees who bigger, more established businesses don’t want. It’s Not Lack of Money or Experience Either I wish it were that simple. While money and experience are a problem for some, the issues that plague many small business recruiting efforts are much less transparent. Surprisingly companies we work with have enough money (they have enough to pay our firm a significant amount for our services and are often competitive with candidate salary). It’s not experience either. In most instances, our clients who have had trouble recruiting for years are run by entrepreneurs who have run many firms or former employees of large companies where they were exposed to hiring practices that are workable (at least for big business). So What Are the Issues That Kill Recruiting Ambitions? After analyzing why the small businesses that come to us have endured recruitment  trouble in the past for twelve years, the following 5 problems are very common and are rampant regardless of industry. The overwhelming majority of these companies are guilty of making at least one (in most instances, it’s more than one) of the below three  killer mistakes.  We especially see the issues in digital marketing recruiting. 1. Lack of employee training. Often, the problem begins after the recruiting process. Most small businesses do not devote the time and resources to make sure that employees have ample training. Therefore, the employee is doomed not to produce at an optimal level from day one. Unfortunately, until it’s pointed out, many small businesses go on thinking that the issue is the employee being lazy or inadequate. 2. Lack of structure. Many small businesses recruit without having a set job description and without being able to clearly convey the job tasks and expectations to candidates. The problem is that employees crave structure and work best within an environment that tells them what to do, how to do it and how they are doing at their job. 3. Lack of entrepreneurial thinking on behalf of the candidates. Recruiting problems are not always the fault of the small business owner. Often, small businesses have trouble recruiting employees because employees don’t think like entrepreneurs and are often hesitant to accept a job where there is perceived job instability. In the End While these problems take time and concentration to correct, knowing what is killing a small business recruiting efforts is the first step to overcome common growing pains.