Welcome back to our monthly B2B Blog Post Round-Up. We publish this series to recognize our favorite pieces of B2B content published each month. Similar to the content published here on the ZoomInfo blog, these pieces are intended to help sales, marketing, and recruiting professionals with their day-to-day job responsibilities.
Today’s round-up covers the world of corporate social media policy, vanity metrics, candidate personas, and more! We hope you stick around and find inspiration in our November blog post picks. Let’s get into it!
8 Tips to Craft a Sensible Corporate Social Media Policy
Social media platforms can be a blessing or a curse for organizations.
How can you reap the connectivity and collaboration rewards of social media and avoid unwanted pitfalls, confusion, distractions or crises? Creating a comprehensive, concise and practical social media policy is a smart place to start.
Of course, you can’t control everything employees say or do on social media. However, by creating official guidelines, you can set clear expectations for employee conduct. This protects you as an employer, and it also helps workers avoid costly mistakes that could harm their reputation—or even derail their career.
Here are eight tips to keep in mind before creating and distributing a corporate social media policy:
5 Vanity Metrics Recruiters Should Look Beyond
In the past, recruiters relied on their intuition to strategize and hire top talent. But, today’s recruiters find themselves in a highly competitive, fast-paced digital landscape — and, in order to excel, they must track and analyze important metrics to inform their decision-making processes.
Most recruiters have begun to embrace a data-driven mindset — but many make the mistake of relying on the wrong metrics. More specifically, they choose to collect data that reflects well on their performance but doesn’t paint the full picture of their recruiting successes and failures. In other words, they fill their reports with vanity metrics.
If you’re unfamiliar with the term, today’s blog post is for you. We’ll explain the most common vanity metrics in recruiting and provide you with more valuable alternatives. Let’s get into it!
The Beginner’s Guide to Candidate Personas
The modern recruiting landscape is more complex and competitive than ever before. Thanks to recent upticks in the economy, organizations nationwide are now hiring at an unprecedented rate. Coupled with historically low unemployment rates, HR and recruiting professionals are often faced with more open positions than there are viable candidates to fill them. In fact, 65 percent of recruiters claim talent shortage is the biggest difficulty they face in the hiring process (source).
As the competition for top talent tightens, many hiring professionals are finding traditional recruiting tactics to be less effective. It’s no longer enough to simply post a generic job description on the usual platforms and pray applicants will come pouring in — because they won’t. Instead, recruiters must take a proactive approach in their search for the perfect hire, or risk losing the ideal candidate to the competition.
Fortunately, with the help of job candidate personas, you can find, target and recruit the best candidates in the workforce. Ready to learn more about candidate personas? Keep reading.
5 Tried-and-True Methods for Sourcing Passive Candidates
There’s no way around it — the perfect job candidate is often already employed. These candidates, often referred to as passive candidates, present a unique set of challenges for the modern recruiter — after all, someone who is happy in their current role doesn’t typically submit applications to open positions or respond to recruiter outreach.
But pursuing passive candidates is worth the additional effort. In fact, research shows that passive candidates are 120 percent more likely to make a strong impact at your company. In other words, ignoring passive candidates means missing out on a wealth of top-notch candidates (source).
If you’re looking for a more effective candidate sourcing strategy, keep reading as we explain five proven methods for sourcing passive candidates!
5 Social Recruiting Mistakes and How to Avoid Them
Social media has had a massive impact on almost every aspect of business — and recruiting is no exception. Today’s candidates use social media to find their future employers, and as a result, recruiters have embraced platforms like LinkedIn, Twitter, and Facebook as valuable recruiting channels. Consider these statistics (source):
- 80% of employers say social recruiting helps them find passive candidates
- 70% of hiring managers say they’ve successfully hired with social media
- 91% of employers are using social media to hire talent today
But social recruiting isn’t as simple as creating a profile and reaching out to candidates. In fact, it’s really easy to make mistakes that ultimately take a toll on your recruiting efforts. Below, we look at five common mistakes recruiters make on social media, and strategies to avoid them altogether.
Thanks for checking out November’s B2B blog post round-up! If you’re interested in learning more about the modern sales, marketing, and recruiting landscapes, we recommend you check out one of the following articles:
- The B2B Marketer’s Ultimate Guide to Reddit
- The B2B Marketer’s Guide to Social Media Holidays
- Dynamic Data: Why Businesses Must Abandon Static Data
- The Beginner’s Guide to Marketing Attribution Modeling
- Net Recruiter Score for HR and Recruitment Professionals
- The Role of Face-to-Face Interaction in the Modern Sales Process
And, if that’s not enough, check out our B2B blog, where we post content daily. Last but not least, to learn more about the ZoomInfo business database contact our sales team today. We have the tools you need to grow your business and increase revenue.