What Richard Branson Can Teach Recruiters About Social Media

What Richard Branson Can Teach Recruiters About Social Media

GSR2R


OK I admit it I am a huge Richard Branson fan.

I know I have mentioned himbefore-mind you he is amulti-millionaire and prettysuccessful, so worth listeningto don’t you think?

Back to Richard. I am an avid reader of blogs, tips, and advice on recruitment and generally how to be a worthwhile human being.

Last week I was browsing on line and discovered some ideas on using social media from the man himself. Well, maybe his team!? Anyway they made sense and it made me wonder how this can translate in the context of social media for recruitment consultants.


As a well-known recruitment to recruitment agency based in London we talk to a lot of savvy recruiterswho are always looking for new anddifferent ways to stand out when theygo for new roles.

Bringing knowledge and skills on socialmedia might just be one of them. Withthat aim in mind here are some ideas onhow to use social media translated for recruiters.


1. Tell stories

We all love stories, it is wiredinto us from birth. Going backover twenty thousand yearsstories are how we communicatedwith each other in our bijous caves.Paintings dating back thousands of years were discovered and point to how we communicated with each other. All well and good though why do they work?


Researchers in Spain discovered that when we are being told stories various parts of our brain are activated that never light up when we are watching a boring power point presentation.

So start sharing and telling stories on social media and watch the magic start to happen. Send a link to a post on your website; with today’s technology that is pretty easy to do. Every recruiter has hundreds of stories to share.


2. Don’t use social media as just another job board

Before you shout;“rubbish” hear me out.Social media andparticularly social networksare great ways to ‘engage’with potential clients and candidates.


There is a saying when it comes to doing business with anyone in today’s new economy, people need to get to know you first, then they like you then trust happens and only then are they more likely to ‘buy you’ or your recruitment company.


By just posting jobs this won’t happen. Nobody likes to feel pressured all the time.

Recruiters that just post jobs and nothing else are surrounded by a terrible smell; it’s called desperation and the best clients and candidates can sense it a mile off.

Yes post jobs, just make sure you post other content as well.


3. Choose your channel-LinkedIn, Facebook, Twitter

For many of us LinkedIn is ourmain social networking marketingchannel. It makes sense to stakeyour claim there. Twitter is onthe rise now as a seriousbusiness tool.


Refer to number 2 here please! The minute I connect with you don’t say;” please like my facebook page or check out our job board”.

I am an open recruiter who is used to getting pitched and that approach turns me off totally.

Many clients and candidates will be switched off by that approach, so think about how you start the communication piece on Twitter.


What about facebook? It depends on your market. I know of quite a few recruitment companies that are rocking it on facebook.

Why? Because that is where their market it is.

Next steps then. Think before you post and have a plan; it really is worth your time.


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What Richard Branson Can Teach Recruiters About Social Media

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