Corporate Eye

Between Presence and Pretence: Catching Social Media Trends

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It was always predicted amongst the tech world that brands like Facebook and Twitter would take off and they have rapidly become essential tools for recruiters. However, the success of these brands has spurred a variety of offshoots and we’re at an interesting phase in the development of social media where, along with the big players in the market, there are many smaller platforms all trying to grow their networks.

For recruiters, deciding which bandwagons to jump on and which to let go past isn’t easy and the key is to generate a balance between genuine social media presence, boosting your brand’s status, your networks and your SEO objectives; just giving the pretence of connectedness could, ultimately, be damaging to your marketing plans.

Picking New Networks

If you’re in technology, you should have heard of Pinterest, Manta and Google+. What about Yammer, Zooppa or Dubbler? There are a hundred lesser known networks which could be utilised to make new connections, but the question is deciding which ones to go for.

Obviously the projected size of the network you could access matters: it’s well known that connections on Google+ are far fewer than elsewhere. In itself, though, a small network isn’t a bad thing, it just needs to be more specifically targeted. Bright Network, for example, is teeming with talented graduates looking to make connections. Small, maybe, but undoubtedly useful.

Community Associations

Instagram is just for hipsters, right? Well, not quite; the connotations are, of course, false but it’s worth thinking about the type of network you’re signing your brand into. Most social media networks come with some sort of association that isn’t necessarily aligned with your objectives.

Instagram is massive, no doubt, but if there’s no direct need for clever photography or artistic imagery in your recruitment campaigns then leave it out. It’s a fantastic place to showcase true creativity but trying to make use of networks just for the sake of it could easily be construed as pretence.

Judging Quality and Quantity

Marketing initiatives have a finite lifespan and marketeers have finite efforts, so making sure your social media presence is high quality is far better than spreading your work thinly over many networks. The odd applicant might find your YouTube channel useful, but or most graduate recruiters developing quality connections through a few networks is the right formula.

Networking is about breadth and but given the slim demographic that most graduate recruiters are looking to tap into, a well maintained Facebook page, a selection of strong LinkedIn profiles and a professional Twitter feed will beat presence across hundreds of platforms.

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Tom Goodsir

Tom started his career early; taking on an associate role at Deloitte just a few days after his eighteenth birthday, working in a technical role but with a focus on identifying and recruiting talented undergraduates. He is now entering his final year at Exeter University and he continues to work with the recruitment side of the firm and remains an active brand ambassador on campus. Over the last few years, Tom has spent time building up a reputation as a freelance writer and has developed both a strong client base and good knowledge of social media along the way. Though there’s still plenty to learn, experience working in both the smallest and the largest of businesses has served him well and given him a feel for balancing strong corporate ideas with a personal tone. As a student, Tom is able to offer a valuable insight into the way graduate recruitment works from the other side and how students and interns react to particular styles of marketing and recruitment. Eventually he hopes to take off his copywriting business before embarking on an MA in philosophy.
 
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