Here is the story of a recruiter that uses two different ways to find interns using social media.
The story begins in a small Parisian communications agency that is looking to hire an intern to work on an event (to take place in the first half of 2014).
Most trainees were hired for internships in December. To hire during a non-traditional time period, this agency used an imaginative, non-traditional way to find them.
A disruptive job offer
It all started with a very simple presentation of the job on Sideshare with Legos as characters.
In three slides, applicants could find all they need to know: where, when, who and what the position involves. The applicant then sent a tweet to the recruiter who automatically scheduled a Skype interview.
Every applicant had an interview on Skype. The recruiter’s goal was to find the intern with the best skills, whatever he has done before in term of study or internship, even if the applicant did not necessarily have the right qualifications on his resume.
This strategy did not limit the number of interviews, and it gave the agency a surplus of information on each applicant.
Results: More than 10,000 views in one week on the SlideShare presentation. Four people were interested on Twitter and two from Skype interviews, but the ratio of views to the number of responses was disappointing.
Hunting the intern
Even though there was disappointment in terms of the applicant numbers, but not in terms of buzz, the recruiter decided to use research to find the right intern.
The time spent on this strategy was larger, but contacting people on LinkedIn worked. It took a lot of time to choose the right filter: Premium or basic? Is the location is as important as the duties? How to search for an intern with little to no experience? The applicant probably wasn’t looking for an internship by position name.
Results after another week of search: Twenty messages sent, only two replies (one of whom was not interested).
And two others interested on Twitter….
The search on LinkedIn was much more targeted as diplomas and experience were not required on Twitter. The radical change in the search method on LinkedIn shows that old habits die-hard. The agency tried first to be trendy and disruptive, but maybe because of the lack of time to recruit for this position and the lack of applicants from going that route, it went back to basics in term of sourcing.
To conclude: Communication and buzz surrounding the disruptive job offer and social sourcing on LinkedIn seems to be complimentary. The time spent on this research has been optimized thanks to technology still no intern!
5 things to remember if you want to try a disruptive job offer on Twitter
1. Give it some time. Don’t expect immediate results. This method gives you the ability to source a wide range of profiles since there is no selection based on a user’s degree or work experience, but rather only their profiles and Twitter streams. You may not find the right candidate for your offer immediately. But who knows, you may find a profile that matches another open position in your company.
2. Use the right hashtag. It needs to stand out to be seen. More than 500,000 job offers are posted on Twitter every month and 15 new jobs are posted every minute! The average number of job offers on Twitter has increased by nearly 32% in the past 6 months. At the end of 2014, total job offers will reach over 2 million monthly. #job, #job + location, #recruit are commonly-used hashtags. Try something unique like #joboftheday or #wehireyou.
3. Ask your followers and employees to retweet. You will gain followers, which is never bad for your brand, and the message carries more weight when shared by loyal fans.
4. Provide an “apply to” email address. On social media, candidates may follow a company they like, but they may not be impressed with the idea of answering a job offer in only 140 characters, so you run the risk of losing the shy gem hiding among others just because of a Tweet.
5. Host your job offer on your career website. Leave it short and a little bit mysterious. This way, Twitter candidates will be able to learn more about the job, and you will not miss the candidates from the other world: The internet.
I suggest you use social media to recruit your next intern and compare these two methods. Please share the results with us.