Introducing: The Brand Recruiting Twitter List

Social Media continues to change the landscape of recruiting. This is particularly true in corporate recruiting. These tools allow brands to find and engage candidates, create awareness around key hiring initiatives, establish themselves and their culture within relevant communities, and recruit in new ways.

Employment Branding As Strategy

Employment Branding is now a core component to most effective corporate talent strategies. As recruiting continues to evolve, we’ve taken a cue from our Marketing colleagues and found new tools to extend the reach of our organizations – through content marketing, targeted recruitment marketing, brand ambassadors, and community engagement. Organizations that embraced employer branding early and allocated resources are seeing results.

Employment Branding Is Multi-Channel

An effective employer branding campaign is often a multi-channel effort – LinkedIn, Facebook, Twitter, career site, job descriptions, events, etc. It blends traditional recruiting channels (career site, job descriptions, events) with new digital/social platforms, and it engages employees as well as recruiters. Selecting the appropriate channels for your organization depends on the types of talent you recruit, but I’ve found Twitter to be particularly valuable for recruiting a broad range of roles, particularly in corporate and technology roles.

Brand Recruiting Accounts On Twitter

When I’m training recruiters in employer branding I tend to focus on Twitter, as that’s the platform many are least familiar with. I often get questions about developing a brand recruiting account on Twitter, so compiled a Twitter list of all the corporate/brand recruiting accounts I could find to serve as an education and inspiration tool for those new to the platform, and give experienced recruiters in this space an opportunity to see what their peers are doing (link below).

Brand Recruiting Handles Twitter List

This list will be updated regularly as I become aware of new brand recruiting Twitter handles. If you’re aware of any you don’t see here, leave a comment or tweet me at @ThisIsLars and I’ll add to the list.


Recruiting In The Trenches: Should You Care About Social?

The following is a re-post from a guest post I shared on this week. You can find the original post here.

This week I’ll be presenting at Recruiting Trends annual conference. My session, Recruiting Lessons From The Trenches: How To Develop, Champion, And Manage Social Media Recruiting Strategies That Work, will explore how recruiting leaders can develop and integrate social recruiting into their workflow, and the impact it has.

NPR Recruiting Manager Infographic

There is a lot of chatter about social recruiting; benefits, costs, ROI. My aim will be to demystify some of that, and provide actionable examples of how to implement social into your branding initiatives.

Social Media is a tool, not a strategy.

With all the buzz around social, it’s easy for recruiting leaders to get caught up in the hype. Don’t. If you feel compelled to get your recruiting efforts on social, just to say you are, it will show – and it won’t be effective. It’s not enough to have a presence on social. You have to actively and regularly nurture your network and build the type of engagement that helps supplement your traditional recruiting methods.

While I do think an employment branding strategy should be integrated into every recruiting strategy, the delivery mechanism doesn’t have to be limited to social media. Your career site, job descriptions (like the example on the right), candidate experience – all of these are tools at your disposal to enhance your talent brand.

Social is a long play endeavor.

If you decide to pursue social, it’s important you’re prepared to put in the time and work needed for it to pay off. Social is not a quick fix solution. It takes roughly a year to build an engaged network that begins producing measurable and consistent results in source of applicants and hires.

At NPR, we’ve built ‘the big three’ (LinkedIn, Facebook, Twitter) into our top 10 sources of applicants and hires. Twitter, specifically, is our #4 source of hire. It’s been a key resource for helping us reach that elusive ‘passive talent’. This didn’t happen overnight. It took months of engaging, tinkering, and learning to build the kind of engaged community the bears this fruit. You can learn more about NPR’s employer branding journey here. Continue reading


Rethinking Recruitment: NPR’s Brand Ambassadors Presentation [Video]

I had an opportunity to join HCI’s Talent Management Conference last month in Boston to share NPR’s recruiting journey in social media and employment branding. The following presentation touches on the current state of social recruiting, and outlines the steps we took in leveraging social media to build NPR’s employment brand.

You can read a recap of the presentation on HCI’s blog, or see review the case study post on these efforts.


This Is NPR Recruiting: An Employment Branding Case Study

Social Media has had a profound impact on the field of recruiting. Employment branding, talent attraction, and social sourcing have become key tools for talent leaders to deploy to help their organizations compete.

At NPR, we’ve put social media at the forefront of our talent strategy. The strategy has paid off. Here are some of the results:

The presentation below shares some of our approach – including strategy, channels, results, metrics, and some of the things we learned along the way. The goal is to show recruiting and talent leaders what they can accomplish through social media – even with limited budget and resources.

This presentation is not intended to be an exact play book to be replicated in any company. As a media organization, NPR has some unique advantages that this strategy was tailored around. The hope is that it can serve as inspiration you can take some ideas from and tailor them to your organization.

Employment branding doesn’t have to be built around a broad multi-channel social media approach. You can use tools you already have like job descriptions and your career site to get started. The key is building your approach in a way that is true to your organization, getting internal champions and organizational buy-in, and then starting small and scaling as you go. Good luck!


A Preview Of #NPRTwitterChat On #TalentNet Live

NPRTwitterChat2As we approach next week’s #NPRTwitterChat event (Thursday 1/31, 5-6pm EST), our friends at #TalentNet will be hosting the voices behind the @NPRjobs and @JoinTheFlock Twitter accounts to share their experiences managing and building social recruiting platforms on Twitter. The event will be Tuesday 1/29 from 7-8pm EST and you can listen to the live broadcast at TalentNet Live’s BlogTalk Radio Page, and/or follow along on Twitter using the #TalentNet hashtag.

The one hour event will be hosted by TalentNet founder, Craig Fisher (@Fishdogs), and include Lars Schmidt (@ThisIsLars) from NPR and Anitra Collins (@anitra10) from Twitter. We’ll provide the background on #NPRTwitterChat, and share insights on building and managing a social recruiting platform on Twitter during conversation in the following areas.

Q1. What advice do you have for employers looking to leverage Twitter as a recruiting channel? Any lessons learned?

Q2. What are the most common myths or misperceptions about using Twitter to find jobs or candidates?

Q3. How do Twitter chats like #NPRTwitterChat fit in? What’s the best way to stand out on a Twitter chat?

You can also learn more about #NPRTwitterChat in this interview Social Media Club DC conducted with me and one of our #NPRTwitterChat guest experts, Susan LaMotte (@SusanLaMotte).

I want you

Most Job Descriptions Suck. This One Does Not.

Update: a friend of mine, Susan LaMotte, commented below inquiring what sucks about this job. My first response was that as a non-profit, resources are limited. Unfortunately that point was reinforced today, and this position was put on hold – dreaded words for recruiters. So, for the time being this job is on the shelf. I met some great like-minded recruiters over the last month, learned how to create inforgraphic job descriptions, and had some great discussions and feedback on this post – so grateful for all of that. This post can now stand as a window into my personal views and perspectives on what it takes to be a successful recruiter in today’s market.

This is not your typical recruiting job. I’m looking for a progressive recruiter to partner with our team to lead and drive best-in-class recruiting and talent strategies at NPR. This infographic provides an overview of key areas of focus, the full job description below goes into much more details (it’s lengthy, but it’s worth it).

This Is Not Your Typical Recruiting Job

This is the job for you, if…

  • You’re a pioneer; a progressive, hands-on, roll-up-the-sleeves recruiter who would be successful with a landline and a phonebook if the Internet died tomorrow. You’re a natural networker who’s comfortable interacting at all levels – able to simultaneously woo the Executive Producer of a major newsmagazine while helping an intern with her resume. You understand how to leverage social media to expand your network, maintain relationships, and satisfy your unquenchable thirst for lifelong learning (and perhaps your penchant for cat videos and internet memes).
  • Solving big, complex problems excites you. The challenge of figuring something out sparks your competitive instinct. (We’re a not-for-profit, so scrappy resourcefulness and creativity is essential.) You cringe at the thought of reactive recruiting. You’re a team player who proactively shares your knowledge and expertise with coworkers. You have vision, not for what we can be tomorrow, but what might be five years from now; and you have the insight and expertise needed to help guide NPR toward that vision.
  • You’re driven to work at one of the premier multi-media news organizations in the world. The mission of creating a more informed public resonates with you, and you’re inspired and motivated to play a vital role in the hiring, retention, and development of a world-class NPR staff. Continue reading
Recruiting, Social Media

How To Build A Social Recruiting Platform On Twitter

Social recruiting. It sounds good, it’s ‘buzzy’ – but what does it really mean? More importantly, how can someone new to social media recruiting get started? This is a broad topic; as social recruiting is complex thing with many layers. Over time with, we’ll dissect the layers through a variety of posts covering topics like social referrals, Facebook company pages, employment branding, and sourcing – but today we’re going to focus on using Twitter as a recruiting tool. Specifically, we’ll be sharing tips on how to create, launch, and grow a corporate recruiting Twitter account.

These are some steps I recommend you take (or at least consider) when launching a social recruiting effort on Twitter. This isn’t designed to be an exact blueprint as every company and culture is different so you should personalize these suggestions for your organization. To that point, understand from the outset that you should tweak all advice that you get on the topic of social recruiting. Every company is different; internal politics, power centers, appetite for risk, target hires, etc. – all of these characteristics impact how you should shape your social recruiting strategy. Scour your networks, resources, contacts, conferences, the Googles and whatever else you can for ideas then figure out how you can tweak and mold them to work for your organization. Continue reading