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.

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.

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.

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

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.

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

-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.

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!

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.

Here’s What Else to Consider: 1. Adaptability: Social media trends and algorithms change rapidly. Use problem-solving skills to quickly adapt your strategies. 2. Ethical Considerations: Ensure that your social media presence upholds ethical standards, particularly when dealing with sensitive data or communications. 3. Personal Development: Continuously develop your problem-solving skills through training and staying updated with social media trends and tools.