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  • How Social Media Can Help You Find and Hire the Right People for Your Business

    When you hear that social media can be valuable for hiring, you may think, “Sure, I’ve browsed LinkedIn for potential employees before.”
    But I’m talking so much bigger than that. In fact, if you aren’t considering all of your social media channels as possible candidate pools, then you’re probably missing out on some incredible hires.
    Look at it this way: Even if your social channels are customer-facing, a good percentage of your audience is likely made up of working professionals. If their skills align with your needs, and they already like what your company is doing enough to give you a follow, then it could be the perfect match.
    Read on to learn how both small businesses and growing ones can create a strategy for hiring the best talent via social media.
    1. Think About Where Your Ideal Candidates Hang Out
    Smart social recruiting isn’t about blasting all of your social channels with your job openings until you fill them. Instead, get as targeted as you can when thinking about where you might find your ideal candidate for any given role.
    Start by paying attention to the demographics and makeup of particular social media networks and how that aligns with the types of candidates you’re looking for. At Buffer, we’ve found more marketers on Twitter than on LinkedIn, because that’s where they tend to hang out. If you’re on the hunt for a social media pro or content creator, Instagram or TikTok might be a better place to look.
    It can also be valuable to find ways to connect with niche communities within broader social networks. For instance, we’ve found a lot of traction in promoting job openings to Facebook groups that target people in specific industries (like DevelopHer, Tech Inclusion, or Techqueria). On Twitter or Instagram, you might look to see if there are hashtags you can include or accounts you can tag to get in front of the types of people you’re looking to hire (such as @WritersofColor).
    2. Go Beyond Posting the Role
    To get the most out of recruiting using social media, you want to do more than just post the job opening and hope for the best. Instead, use all the capabilities these platforms offer to show off your culture, answer questions about your company, and generally engage potential candidates—all of which can help push them toward clicking “apply.”
    In one of the most fun tactics I’ve seen recently, a hiring manager at Buffer offered 15-minute “coffee chats” to his network on Twitter, where potentially interested candidates could learn more about the role and company. You could use the questions feature on Instagram stories for a similar AMA-style strategy.
    Thanks to its conversational feel and culture of authenticity, social media also gives you a platform for showing off your company culture. According to a study by CareerArc, Facebook is the number one site candidates use to research employer brand and reputation, even more so than review sites like Glassdoor.
    Get creative with content that shows what it’s like to work at your company, such as behind-the-scenes videos or interviews with current employees, to continue giving candidates who are the right fit reasons to be excited about working for you.

    View this post on Instagram

    A post shared by E A S T F O R K (@eastforkpottery)
    Asheville, NC-based East Fork Pottery doesn’t just post a job description, it shares its values with potential hires.

    3. Make It Easy to Learn More & Share
    Social media has trained us to expect a seamless and easy user experience, so candidates who come across your job opportunities on these platforms are going to expect as much of you. If you make it hard for them to learn more about the job, they’ll likely give up fast.
    And yet, I can’t tell you how many companies I see share roles on social media and then link to a clunky job page (or worse, not share a link at all).
    Make sure it’s easy for people to find more details about the role, whether with a link in bio (perhaps on your brand’s Start Page) or a link directly on the post or story. Make sure those details are easy to browse on mobile since as much as 83% of social media browsing happens on our phones.
    As a bonus, creating a seamless experience makes it easy for your followers to share these roles with their network, thereby extending your reach. At Buffer, we’ve also seen success from encouraging our hiring managers and teammates to share our open roles on their own channels.

    View this post on Instagram

    A post shared by Buffer (@buffer)
    We’re hiring at Buffer, and we made it easy to apply and share with fun posts like these.
    4. Build Relationships for the Future
    Finally, remember that social media is, at its core, a relationship-building tool. Even your social channels don’t help you find the right candidate for a role immediately, keep up the work of sharing information about your culture and mission, connecting with new people, and staying top of mind so you can build a network of followers who not only love your products or services but who love your business, too.
    After all, the next person who follows your company could be the perfect fit for the next role you’re hiring for—you just need to show them why.

  • 5 DevOps Concepts You Need to Know

    Copado is a DevOps platform that grew its roots in Madrid back in 2013. When I joined, we were 80 employees strong and had recently expanded across the Atlantic with offices in Chicago and San Francisco. By late 2019, we were officially a global operation.… Read More

  • AIDA (Attention, Interest, Desire, and Action) – email Example

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  • The pyramid of modern marketing

    In most pyramids, the top gets all the attention, but it’s the foundation that truly matters. Marketing is no exception.

    The base of the pyramid, the most important layer, is INTENTION.

    What change are you seeking to make? Does the team have clarity, measurements and resources to prioritize this?

    Intention comes with design thinking. Who’s it for and what’s it for? Have you identified the smallest viable audience and built a product and created and designed a service infrastructure around it that works beautifully for this audience?

    Your story is intricately linked with your intention. If you don’t know who it’s for and what it’s for, the story can’t resonate.

    A story doesn’t work when it’s your story. It works when it becomes their story.

    Then comes RETENTION. Because existing customers are worth far more than new ones. If you are constantly losing the folks you worked so hard to attract, you’ll have to work even harder to find people to replace the ones who just left.

    And then comes REMARKABILITY. The conversations that happen as the result of your work. The network effect is the most powerful force for growth that most organizations ever encounter, but people aren’t going to talk about your work unless they believe it will help their goals to do so.

    If you’re fortunate and focused, retention and remarkability will earn you PERMISSION. The privilege of delivering anticipated, personal and relevant messages to the people who want to get them. This is the asset of the future, because building and maintaining teams to spam the world is exhausting.

    And then, only then, do you have the ability to focus on tactics, words and images. What’s the narrative that engages with people eager to join you on this journey? Where is their status? What sort of affiliation do they seek?

    Finally, in tiny print, hardly worth mentioning, are hype and hustle and the rest. Ignore them if you can. By volume, by priority, by effectiveness, this is nearly worthless noise, despite the fact that it gets so much attention from pundits who have rarely successfully marketed much of anything.

  • Forrester predictions for 2022: prioritizing privacy and sustainability in CX

    Every year, Forrester publishes prediction reports and shares the biggest trends for the year ahead. To do that, we analyze customer expectations, market dynamics, new technologies and innovations. For 2022, we expect that European brands will look to their customer experience (CX) teams to help them navigate through the lingering effects of the continuing pandemic.  According to our research, companies will adjust by managing customer expectations and emotions around topics such as digital acceleration and saturation,…
    The post Forrester predictions for 2022: prioritizing privacy and sustainability in CX appeared first on Customer Experience Magazine.

  • Perhaps it’s worth throwing it out today

    If you’re considering putting an unmarked key into a drawer filled with keys, you’re better off simply throwing it out instead.

    Not only won’t you be able to find that unmarked key when you need it, but you’ve just made it more difficult to sort the other keys as well.

    We hesitate to embrace or announce failure right now, preferring to put it off to some indeterminate date in the future. But postponing the announcement isn’t the same as not failing. It simply makes things worse later. And being clear about the failure we’re about to cause someday makes it more likely we’ll do the work to avoid it.

    If you don’t have time to do it right, you’re unlikely to have time to do it over.

    No sense wasting tomorrow as well.

  • 10 WAys To Grow Your Instagram free method.

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  • Traffic

    I wanna go traffic on my Amazon Affiliate website .. detailsnreviews.com … what options do I have instead of Pinterest Instagram SEO and guest posting? Do I have to spend some budget on paid ads?
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  • Traffic Analysis

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  • /MarketingAutomation Subdirect Statistics

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