Three Biggest Social Media Recruiting Mistakes That You Should Avoid at Any Cost

Social Media Mistake

In recent years, the vast stretch of social media has transformed the way we do businesses. From generating sales, managing clients to creating huge databases, it has facilitated many managerial roles. For HR professionals, it has proven to be a powerful tool for attracting high-quality talent and recruiting them. They are using various platforms, such as LinkedIn, Facebook, and Twitter to advertise job openings and communicate with interested candidates. It won’t be untrue to say that hiring via social media is an amazing way to engage both active and passive job-seekers. But it still presents many challenges in view of the fact that all your competitive counterparts are looking to poach high performers and influencers more than ever before. Keeping this competitive scenario in mind, it’s crucial for businesses to come up with a strategic and well-organized recruiting plan before jumping into the game. Otherwise, they might make some dreadful mistakes which may cost money, the company’s reputation, and ultimately, the opportunity to reach top recruits. In this blog, we’ve broken down the three biggest social recruiting mistakes that you might be making and suggested the best way to avoid them. Take a look:

  1. Not making an authentic connection

Anyone who is trying the hand at media recruiting is competing with a vast community of global leaders. Thus, it’s important to fight for a place in professionals’ home feed. But that’s not enough to make them tick for your job opening and get them hired. At this point, you need to understand that in this talent-oriented world, candidates have become equivalent to consumers. Thus, you need to develop a competitive advantage that will motivate professionals to join your company. The biggest mistake that most HR managers make during social media recruitment is that they only rely on the use of social feeds and do not make any effort to connect with prospective talent. This might result in getting a few applications, but in long run, it’s not going to bear any fruit. But again focusing only on posting ads, might upset the candidates and they may block your social media posts. Well, your success as a social recruiter lies in making authentic connections; instead of just broadcasting open roles. So, try to open up a dialogue or start a new relationship with the target group of individuals. When doing so, avoid sending a generic message to everyone; rather, establish a one-on-one connection. This will certainly develop a positive impression on the candidate’s mind and they are more likely to apply down the line.

  1. Not having good content to share

Social recruiting is a time-consuming process, so it’s important to keep the candidates engaged. In this context, you cannot compromise on posting regular, high-quality content to your social media channels. Publishing relevant and appealing feeds can help you attract a broad audience of relevant candidates and achieve real results. When used correctly, they can highlight your company culture, engage users and promote your employer brand.

 On the other hand, sharing fake or misleading content can have a devastating impact on your company’s reputation. Thus, having an effective content strategy is inevitable. Here are a few major considerations in this regard:

  • There are certain questions in mind of every candidate who is looking forward to applying in your company. You can post some informative content illustrating day-to-day life at your company. It will help them gauge the company culture.
  • Try sharing a mixture of infographics and videos. Think about the kinds of content that would appeal to the candidates you’re trying to attract, and share it from your social channels to build a following of relevant talent.

Content sharing can let your prospective candidates know that there is a real face behind the social profiles. This will, in turn, encourage them to take a look into your employer brand.

  1. Focusing on quantity not quality

Some HR specialists use consistent videos and content posting as a way to stand out to candidates. They try to block out competitors in individuals’ home feed and stay in their mind. But this strategy won’t work unless they have an original and well-written content to churn out. In case the quality of content is not up to the mark, then you are putting your employer reputation at stake. Thus, it’s more effective to post less to your social media profiles, but that should create a good impression of your company. Thus, before you share anything, ask yourself: “Is this something that I would like reading, commenting on, reading or share on social media?” Remember a high-quality post will significantly increase your company’s social reach, and introduce you to new candidates.

These were only a handful of mistakes that you might commit while social media recruiting and there are a lot more in the list that our highly-proficient engineers can help you analyze. But most importantly, we would like to tell you that a lot of success in social recruiting comes down to being responsive. So, carve out time each and every day to react and respond to queries, opportunities, and interests as they arise. If you can’t make this commitment, there’s a real danger that your social recruiting activities backfire on you. On a final note, we suggest you arm yourself with the latest HR recruiting software to simplify the entire process and hunt the best talent for your company.

Five Most Significant Recruiting Trends That Will Rule the Runway in 2019

Recruitment Trends

Over the past few years, technology has brought a paradigm shift to the way HR managers work.  No doubt embracing high-tech software has made managerial functions a lot easier. But it’s still challenging to recruit top-notch talents for key roles in light of the fact that machines haven’t replaced us and the way we connect with others. Also, compared to the past decade, professionals have now got more options during the job search.  At present, the market is more candidate-oriented. That suggests companies cannot pick talent anymore; rather, best professionals select them on the basis of numerous parameters. Thus being an HR manager, it’s your responsibility to attract highly-skilled people to your organization. In this regard, the year 2019 will bring some amazing ideas that are bound to impact your recruiting process. Read on further to learn about a few of them:

Inbound Recruiting

Today, it’s not enough to post openings on a job portal and wait for the candidates to apply. After all, the demand for highly-proficient employees is far more than supply. So, it’s obvious that companies need to build their competitive advantage over others. Inbound marketing methods and strategies are a sure-shot way to make them win in this war for talent. They focus on communicating the employer value proposition and increasing the brand recognition, which in turn help in attracting, converting and engaging candidates.

Employer Branding 

As per a research by LinkedIn, more than 75% job-seekers check the company’s reputation before applying for any position. Hunting a suitable job has become equivalent to buying a new product. Instead of reading product descriptions and testimonials on different websites, candidates are turning to social media in order to gauge the company’s culture.  Thus, it has become important for human resource managers to promote the firm as the employer of choice to the desired individuals which the company wants to recruit and retain. In order to create a perfect employer impression on an individual’s mind, it’s important to carry out extensive research and generate strategic ideas to communicate effectively. In essence, it’s crucial to focus on the best talents’ expectations and create a set of unique employer offerings which will encourage them to become a part of the company.

Talent Relationship Management

Many business organizations have adopted Application Tracking Software over the last few years. But it is no longer sufficient to deal with the recruitment process as it only focuses on posting jobs, screening CVs, and communicating with applicants. Thus, it’s high time to adopt a TRM (Talent Relationship Management) system which will take the process a step further by offering better tools for integration with various means of candidate outreach and more comprehensives databases. Moreover, it can let you analyze the diversity of your manpower pool, and give you suggestions for changes, if required. Along with this, by using it, you can remain in contact with candidates who were not selected for a specific role; maybe they can be offered any other opportunity in the future. Plus, it helps in building and promoting present employees for filling challenging roles in upcoming years and evaluating their current skill gaps.

Candidate’s Experience

HR professionals across the world have recognized enhanced candidate experience as another extremely important recruitment trend for 2019. Experts say that candidates who gather a positive experience during the whole recruiting process are more likely to accept the job offer, reapply in the future, and refer others. On the other hand, after collecting a negative experience, the person will not just reject the job offer but will also share his poor feedback with their peers. Sometimes, even rejected candidates are far more likely to tell others not to apply to a company, by posting negative reviews on websites. Thus, hiring process, extending offer letter, and onboarding should be done to create a positive impression on the candidate’s mind. In this regard, HR professionals may also employ recruitment marketing strategies that aim to make a great impression on those candidates who may not qualify.

Social Recruiting

Social media websites have become an important tool to find, attract, and hire most qualified and talented candidates. As per a data, fifty-nine percent of employees use a company’s social media presence to select it as a suitable workplace.  Thus, social recruiting is not limited to posting current vacant jobs ads, but it also emphasizes on building a relationship with prospective candidates and encouraging them to apply for vacant job positions. While in the past few years, HR experts were mainly focused on using LinkedIn to find and collaborate with qualified professionals, today they are also embracing other important platforms, such as Facebook and Twitter.

Human resource practices are continuously changing. And with, it’s inevitable to abreast yourself with the latest trends that will affect recruiting industry in the coming years. However, if you are still not able to acquire the technical proficiency in this area, then do not worry anymore as we have arrived at your rescue. Our highly-qualified team of engineers can provide you with custom-made recruitment software that will cater to your requirements perfectly. We can also help in upgrading your whole HR process by offering invaluable analysis, metrics, and reports. Just give us a trial, we promise you won’t regret this decision.

How Growth of AI Impacts HR And Recruitment?

AI Recruitment Software

The concept of Artificial Intelligence (AI) is on the rise and is in high demand these days. In fact, many times we asked ourselves,  “could our job will be taken by the robot?” Isn’t it? Frankly speaking, last night I had a bad dream.  I saw when I reached the office,  my boss introduce me to a newly purchased Robot and said, Mr. We don’t need you anymore, we hired this Robot in place of you. It is fully automatic and understands things better than you. And the best part is, it will never ask me for a leave. So, you are fired!

Huff! what a nightmare. I got up from bed in fear.

Well, this is not going to happen. Do you know why? Because emotions, feelings and a sense of self-understanding is something that these AI robots can’t compete with us. So, human will be needed always especially when it comes to recruitment.

According to a report, 70 percent of recruiters find it is more easy for them to hire candidates if they have more driven-data and the advancement in technology and AI is a perfect solution to this need. Lets’ s see what are the roles of AI in recruitment and how it will help both recruiters and candidates.

  • It helps in reaching more potential candidates: Reaching potential candidates is just like climbing Mt. Everest- very difficult. Thanks to AI, it helps recruiters to gather all the required information about the candidates. There are a lot of tools which gather candidates information by driving data from their social profiles. Additionally, the driven-data is first-party data that is real and reliable.
  • It helps candidates to find better opportunities: The process of searching and applying for a job is very long. Candidates have to wait for a response from recruiters and this may take a long time. There are several AI based services available where candidates can register themselves and get calls from reputed organizations.
  • It will help businesses to keep track of employees behavior: It is always great to know how well your employees behave in the office. It is an important point that needs to be monitor regularly. AI helps employers to keep a record of employees behavior and patterns. There is such a tool by Humantelligence that helps recruiters to know the there social behavior of the candidates.

So, friends, these are some of the ways by which AI is impacting recruiting world. But again, it is not going to take over your job. They are human, that is the biggest advantage for us! 🙂

Artificial Intelligence(AI) & Human resources

Human Resource

The Artificial Intelligence(AI) technology helps the HR to place people in jobs rather than make them redundant. The concept is though scary for few people as they believe after watching some fiction movies that AI would take over the human race. The idea to bring AI in Human Resource is not to replace humans from their job but to give them a tool to help them achieve their goals faster and with more accuracy.

AI is beneficial to the HR in a lot of ways. We will discuss a few out here for our better understanding:

  • Talent Requisition: There is a lot of stress on the HR team and leadership to evaluate a lot of data and then select the most eligible candidates for the requirement. When AI is used in such situations the time and effort are saved to a large extent. A talent requisition software can read, scan and evaluate the candidates and almost immediately analyze and give out the list of eligible hires. This process helps the HR team focus now on a smaller group rather than go through the humungous task of evaluating each candidate themselves.


  •   Orientation: A major concern for the HR team after selecting and getting the candidates onboard is that how they can be physically available for every query that a candidate might have. The employees might feel lost and left out when they enter a new organization and have no one to talk to, to understand the office policies and work ethics and values. The AI can handle such situations as a piece of cake and the new hires would also not feel left out.


  • Tutelage (Process Training): Mostly companies keep updating their software’s for the employees but the problem arises when all of them have to learn it together. There are different situations which can affect this training like an employee being absent that day due to which he needs to reschedule the training for the next time, in such scenarios it is difficult for the HR to keep a track of each individual and reschedule the session. AI eliminates many levels of hindrances and can successfully plan and coordinate the training session successfully.


  •  Analysis Report: All companies follow an annual performance analysis report which helps in promotions of the employees. The AI can help in this situation as it would keep a track of the performance all year long which would make the task easier in the end. The question of being biased doesn’t arise as it might happen if a human is handling this process. The big question is to be able to analyze the productivity of an employee and the AI monitors their behavior and indicates their performance areas.


  •    Retain: Attrition is a major concern in all companies and after a person quits the place the company incurs a huge loss as they have spent a good amount on hiring, training, transport, infrastructure etc. Though the solution to this occurrence is AI as it can analyze and predict the requirements of the members and prepare a detailed report regarding the same. Hence, giving the HR time to discuss the individuals’ dissatisfaction towards work and be proactive and solve the problem even before it eventuates.


  •  Conclusion: We need to include technology if we want to improve and enhance the skills of the employees and help our organization grow faster.

“Warp speed developments in technology – automation, artificial intelligence, and the arrival of the sharing economy – are transforming how we work. Beyond technology, traditional working patterns are also being disrupted by changes in society, organizations and workforce management, leading to the rise of a more independent and dispersed workforce.” (Alain Dehaze)