Social Media Tips for Recruiters | Talent on Tap

Summary

Ed Nathanson, CEO of Red Pill Talent, discusses how recruiters can optimize their social media presence to enhance their brand. He emphasizes the importance of engaging content that evokes emotion, whether humor or heart, to connect with audiences. Nathanson advises recruiters to focus on building authentic relationships online, offering insights, and sharing personal stories that resonate. He highlights that a recruiter’s social presence should be measured just like traditional recruiting metrics, and that engaging with the broader conversation can set successful recruiters apart in today’s competitive job market.

Takeaways

• 😀 Social media engagement is key to success for recruiters. Focus on sharing content that resonates emotionally, such as humor or heart-driven posts.
• 😀 Your personal brand on social media is a major differentiator for success in recruitment. Build trust through consistent and authentic engagement.
• 😀 Recruiters who focus solely on job postings without engaging on social platforms risk losing relevance in the industry.
• 😀 Avoid being argumentative or controversial in your online presence. Stay away from politics and religion to keep your brand professional and approachable.
• 😀 Humor and heart are the two most effective emotional drivers for engaging content on social media—be it sadness, happiness, or outrage.
• 😀 Building your recruiter brand means providing advice, sharing insights, and engaging with others in a meaningful way, not just job advertisements.
• 😀 Personal storytelling, such as sharing why you do what you do, can be an effective way to connect with your audience and drive engagement.
• 😀 Posts that ask questions or offer insights on industry challenges tend to generate the most interaction and engagement.
• 😀 Multimedia content such as photos and videos can amplify your message. Ensure they evoke emotion or humor to make them stand out.
• 😀 Social media engagement should be treated as a key performance metric for recruiters, alongside traditional KPIs like sourcing and closing candidates.
• 😀 Companies should encourage and track social media activity to help recruiters establish and maintain a strong online presence.

Q & A

What is Ed Nathanson's main advice for recruiters looking to improve their content on social media?

Ed Nathanson advises recruiters to focus on content that either evokes humor or emotion, such as sadness, happiness, or inspiration. He believes that emotional content is the key to engaging with others and building a personal brand.

Why does Ed believe that recruiters need to be active on social media?

Ed emphasizes that recruiters must engage on social media because it helps break down the barrier of 'I don’t know you.' By engaging with others, sharing advice, and showing personality, recruiters build their brand and connect more effectively with candidates.

What role does personal branding play in recruiting success, according to Ed?

Personal branding is crucial in recruiting success because it differentiates a recruiter from others. A strong online presence, whether through sharing advice or personal stories, builds trust and makes recruiters more relatable to candidates.

How can humor be used effectively in recruiting content?

Humor can be used to lighten the mood and make content more engaging. It helps show the human side of the recruiter, making them more approachable. However, Ed notes that humor must resonate with the audience and shouldn’t be forced.

What is the key takeaway about the types of posts that attract attention on LinkedIn?

Posts that trigger emotional responses—whether through humor, outrage, or inspiration—tend to attract the most engagement. Recruiters should aim to create content that connects emotionally with their audience to spark interaction.

How can recruiters build engagement with their audience on social media?

Recruiters can build engagement by interacting with others’ posts, leaving thoughtful comments, and contributing to conversations. By providing advice, sharing opinions, and offering insights, they increase their visibility and foster relationships.

What advice does Ed offer regarding the use of photos and videos in social media content?

Ed recommends using photos and videos that are either lighthearted and fun or emotionally impactful. Content should reflect authenticity, and recruiters should feel comfortable taking risks by being vulnerable, even if not everyone finds it funny or relatable.

Why is storytelling so effective in recruiting content?

Storytelling is effective because it creates an emotional connection. Personal stories, such as a recruiter sharing why they commute long distances for their job, help humanize the recruiter and resonate with candidates on a deeper level.

How does Ed suggest recruiters approach long-form content?

Ed suggests that recruiters focus on sharing personal insights and opinions in long-form content. It’s not about writing a perfect post but rather expressing genuine thoughts or sharing experiences that can spark conversations and engage readers.

Should social media performance be a part of a recruiter’s core metrics?

Yes, Ed strongly believes that social media engagement should be measured as part of a recruiter’s core performance metrics. A recruiter’s ability to build a personal brand and connect with an audience online is just as important as other competencies like sourcing and closing candidates.