How can recruiters use problem solving skills to improve their social media presence?

They need to be trained properly to understand diverse jobseekers in the industry. I had a bad experience with a recruiter who did not read my resume and asked me why I sound like a man when my name is Celia daniels with she/they pronouns. That explains the massive problem with companies not having the right education for their job.

As demand winds keeps on shifting there are times where recruiters are on hiring spree & vice Versa. As a TA expert I continue to educate my audience and network on the current trends and market intelligence. Educating your network is one of the most important thing recruiters should do on social media platforms, it’s not about throwing opinions it’s about sharing the right piece of information with the talent pool, that keeps them engaged, motivated & hooked.

Instead of just posting jobs, think about the issues job seekers face. Share helpful tips, career advice, and industry news. Encourage conversations and be a helpful resource.

The key to success is understanding your target audience through observation and inquiry to find relevant and creative solutions to their pain points. However, empathy is essential! You can use your problem-solving skills to create engaging content that allows for conversations, invites opinions, or encourages participation. Additionally, you could respond to comments, messages, or reviews and show appreciation for your followers, candidates, and clients.

Good recruiters generally stand out from the pack with both written and verbal communication skills, as well as the innate ability to hear (not just listen) to what a candidate is looking for in a role and what a client is looking for in a candidate. A good recruiter looses sleep and is often distracted trying to solve the problem of the ideal match for both their clients and candidates. When done correctly, recruiting is a constant problem solving exercise. When a good recruiter approaches social media, they do so with the intent to provide value, entertain and share personality. Most importantly, most posts should offer an expert opinion or view on a topic that will help others potentially solve a problem.

Asking your audience about their expectations is also an important way to keep them engaged. However, you need to be prepared for detractors and confirm that they're not your real followers or audience, so your internal mindset needs to be prepared to receive not-so-friendly information that should never stop you from continuing to do what you want. Learn from it but carry on, they don't have the power to stop you or change your motivation, don't let the detractors get to you.

Use social media analytics tools to track metrics like engagement, reach, and conversions. This data will help you understand what's working and what's not, allowing you to make data-driven decisions to optimize your strategies. Additionally, actively seek feedback from your audience and candidates to understand their preferences and make necessary improvements.

Social media recruiting needs analytics. You won't know what's working and what's not without it. In Gleky, my company, we keep track of every social media campaign through enormous dashboards.

Consider conducting 'Social Sentiment Analysis' to gauge the emotional tone behind the comments and feedback received on your posts. This goes beyond basic metrics like likes and shares to understand how your audience truly feels about your content. Using natural language processing tools, you can analyze comments for positive, neutral, or negative sentiments, giving you deeper insight into your audience's perceptions and allowing you to fine-tune your messaging for better engagement.

It doesn't even have to be this hard! Take a look at your highest engagement posts. I can guarantee YOU, it is when you post you and your peers out in the action, accomplishing or contributing to some great task, either personal or professional. It's very rarely your Canva stock photos, so don't be afraid to show your network who you really are, your vibe will attract your tribe!

Let's keep it simple. Impressions across multiple platforms help proliferate brand awareness. It is called omnipresence. Get comfortable with being everywhere.

Don't just rely on a single platform. Too many recruiters just post on LinkedIn, they don't do it consistently and don't show their personality. I've recently starting producing content on TikTok and Instagram and have seen followers from there migrate over to LinkedIn and vice versa. You'll hit a different demographic and can experiment with different types of content

Highly recommended to try all social media platform, especially when you need to find IT Candidates and fresh graduate candidate. We cannot deny that the rapid digital changes certainly have a big driver from Gen Z. If you want innovative, high initiative, and never ending creative ideas you need to catch up with their main area (social media: TikTok, Youtube, Instagram, Twitter). Remember every platform need different treatment for engaging with others

Try to choose a platform that you like, feel comfortable with and know will contain your audience, although you need to stay relevant, each platform has a specific audience and even if your content is great, if you use the wrong platform just because is the one with more users (which are not necessarily the ones you need) your efforts will show unrealistic statistics that might lead you to think you are not doing it right and maybe you are a rockstar performing for the wrong audience.

Try out various types of content, such as videos, infographics, or live streams, to see what resonates best with your audience. Additionally, explore different social media platforms to reach a wider range of candidates. For example, LinkedIn is great for professional networking, while Instagram and TikTok can be effective for showcasing company culture and attracting younger talent. By experimenting with different formats and platforms, you can discover new ways to engage with candidates and expand your reach.

-Employ your problem-solving skills to craft content that sparks discussions and invites your audience to share their opinions. Ask questions, present challenges, or seek solutions to common problems within your industry. -Don't let interactions fall on deaf ears. Respond to comments, messages, and reviews promptly. Acknowledge your followers, candidates, and clients. Show that you value their input and appreciate their engagement. -Responding to your community's interactions helps foster meaningful connections, build trust, and enhance loyalty. By showing appreciation for your followers, candidates, and clients, you can not only demonstrate your value but also convey the personality and professionalism behind your brand.

A great way to find topics that people REALLY want to know about is in other people's comment sections as well as your own. Look at: - The questions people are asking - What problems are being highlighted - Content that is resonating with people

Engaging with your community is important for building a strong social media presence as a recruiter. Respond to comments and messages, ask questions, share user-generated content, and participate in relevant conversations to foster interaction and build connections.

This year, I started commenting on and sharing job openings to help amplify awareness and visibility to job seekers in my network. It felt odd and artificial in the beginning. Until I started receiving thank you notes from people, I didn't realize how much help that was for folks who are overwhelmed with the current job market.

I am currently "Open To Work" however I stay focused and keep my routine of posting every morning on LInkedIn. I aim for positive vibes on current topics. Sometimes I just post the song the lives rent free in my head. This shows that yes I am business oriented and approachable to my followers.

To learn from others, seek mentors, attend conferences, join professional communities, and read books/articles by industry experts. Stay curious and open to new ideas to continuously grow.

There’s no shame from learning from others, learning from peers or learning from ‘masters in the industry’. However, you need to realise that everyone has separate goals they want to achieve and you will never have a ‘like for like’ mindset - therefore what may work wonders for someone else, may not necessarily work for you and your business.

Learning from others is the best way to strengthen your social media. Spend time finding people whose profiles you admire and think about how you could replicate their content. I work in recruitment marketing for a bank, but some of my favorite profiles are Melinda Gates and the inventor of Spanx, not because we have content in common, but because their personal brand is so strong and so creative. It's inspiring!

As recruiters, collaboration is key. We use problem-solving skills to learn from successful peers, influencers, and experts in our industry. Observing what works, what doesn't, and what's unique helps us refine our approach. Seeking advice and feedback from mentors enriches our perspective, turning every interaction into an opportunity for growth and innovation.

This also ties nicely into the point on it not being a two way streak. You can interact with people in a similar situation to you, and pick up more traction this way. Yes, be careful with competition, but you can't be afraid of it - it can be a vital tool!

We all speak to candidates and clients on a daily basis so we know the challenges people face , why do they struggle in their search or interviews , what makes managers and HR tick etc So in the last months I've written short posts about how to sell yourself , what managers are looking for , how to find the right job in 2023 and a lot more things that can help both candidates and clients in their search. I really think it will be a game changer if we all use our experience, market and industry knowledge, and strategies to solve problems.

Social media platform allow recruiters to reach a broader pool, including passive candidates, with right searches on social media portals, they can source better profiles. They can get insights to candidate's personality and his approach by analyzing their social media profile. Also a recruiter can verify the accuracy of the resume. It can also be used as a tool to engage the future talent and Branding.

1. Piggyback on what's trending - green banners, ghosting after interviews, using AI to design resumes, WFH versus WFO,.... 2. Share a personal story (while touching upon said topic) - vulnerability makes you more relatable 3. Enable comments - don't shy away from opposing views. Replying to comments will increase viewership of your post 4. Focus on helping over selling - try and respond to all queries, offering creative solutions 5. Use automation correctly - schedule your posts at a time when your audience is most engaged, create an editorial calendar if required 6. Monitor your engagement - Set SMART goals and regularly check your metrics to identify which content / platform generates the best result 7. Dare to experiment - FFS be bold!!

Recruiters can wield problem-solving to cut through social media noise. First, identify the unique challenges your audience faces and tailor content to offer solutions. Next, analyze engagement data to refine your strategy—what works, iterate; what doesn't, innovate. Lastly, use creative problem-solving to turn obstacles into opportunities. A crowded space? Collaborate with industry influencers. Algorithm changes? Master the new rules to stay ahead. Turn each challenge into a chance to stand out.

1. Content Strategy 2. Engage with Followers 3. Thought Leadership 4. Case Studies 5. Networking 6. Educational Content 7. Data Analysis 8. Feedback and Improvement