Mobile Recruitment

It doesn’t mean that you always must prepare an humorous job ad to reach desired candidates. However, if your ad is witty and fascinating it would help attract both potential candidates as well as those who find interesting and therefor share and spread it and this way help you to reach your future employee.

With this post I will continue with the topic of mobile recruitment and therefor I hope that it will help to generate more interest in the topic in recruiters.

This time I’d like to introduce to you the topic of mobile recruitment. The ad itself is a few years old but since it was very popular and not too complicated then this is something that probably all of us can take home and implement ourselves.

Small Istanbul-based Tattoo Studio Berrge Tattoo Shop needed a new tattoo artist and published a job advertisement with following description: "new tattoo artist wanted". People who were interested to apply for the job were required to draw the detailed QR code, and then scan it with their mobile device to reach the internet site where they can apply for the job.

At first glance the job ad seems simple and easy, but you wouldn’t believe what started to happen after the ad was published. Even people who weren’t interested of applying to the job tried to fill it just to see where it takes them. It was so popular that got approximately 30,000 likes and shares in Facebook and at the end of the day also suitable employees.

This modest job ad helped to achieve different goals: (1) to reach potential candidates, (2) to advertise the tattoo salon, (3) to do pre-selection among candidates. A small task that is given at job post, will help you to understand is the candidate really interested of the job and ready to go extra mile or is the candidate someone who sends his/her applications to all ads available on job boards. And in this case it helped to assess candidates’ skills, i.e accuracy and drawing skills.

Takeaways,

- Always add a QR code to public job ads in newspapers, billboards, busses, etc that will help potential candidates to reach your career page with their mobile devices;

- Challenge people with your job post, this way you will raise interest and make people talk about your ad.

- Include some pre-selection test to your job ad as this tattoo salon did.

Playful tests

Using the same channels, methods and templates for recruitment, you probably will be contacted by average candidates. To reach special and different audience you need to differ from your competitors. There are plenty of possibilities to differentiate from others, for example your employer brand, recruitment channels that you use, design of your job ad, etc. Basically it is like a small logic exercise: company that uses ordinary job ads - gets ordinary candidates. Company that uses extraordinary job ads - gets extraordinary candidates. Thus, if you use extraordinary job ads, you get extraordinary candidates.

To differentiate from other, employers have used different options, such as comics, formulas, movies, etc. This time I would like to introduce to you a job ad with playful tests.

This is a job ad from HR factory with what they are looking for PRODUCT SPECIALIST for Tallinn Bus Terminal.

To make this post more exiting and to have some internal information also in the post, I was in contact with the recruitment company and asked for their comments.

Kreet Kärner, who is a HR factory consultant who conducting the recruitment process, explained: “I decided to refer to tests since the primary job task of the Product Specialist is testing of T-ticket and T-solutions environments. Job also requires ability to thing mathematically and analytically.

The meaning of Test 1 is to show the directions of the job; meaning: “T”-environment + additional channels that he/she will be using. Therefore also the referral to different web browsers and software (see the icons). The “T”-environment must operate equally well in the smartphones, tablets, as well in PCs.

Test 2 describes major job tasks a little bit differently than it is usually done. Test 3 has a bit different description to candidate’s skills and personal characteristics.

“Are you still with us?” (Oled ikka veel meiega?: in Estonian) question we added to make the end of the ad also more exiting.

“Love to solve Sudokus” (Armastus sudokude lahendamise vastu: in Estonian) is added to urge people, who love science, to apply for the job.

“Love to take bus trips on Tallinn-Tartu route” (armastus /…/ Tallinn-Tartu suunal bussisõitude vastu: in Estonian) – person who will be selected for the job will have frequent business trips to Tartu.

At the end of the ad, where it is written what company offers and how to apply, we have used different social media icons to make these headings more outstanding.”

So as you see, the whole ad is thought out; starting with the design and symbols, ending with the content. Kreet, the consultant of recruiting company, also stressed that this kind of job ad was possible to prepare only because of a good cooperation of the representatives of Tallinn Bus Terminal, who were willing to try something different.

Takeaways,

1. Dare to experiment! In case you feel that ordinary job ads don’t work for you, then it is obviously time to try something different. You can’t expect changes in results when you are doing things constantly the same way!
2. In case you are looking for particular candidates, you must be ready to use different job postings, for example add a video to your job ad, or post your ad in form of comics, or try gamification – there are plenty of opportunities to differentiate from others to target different audience.
3. In case you are looking for people who have good knowledge of science, add some complicated math problem or logic task to your ad.
   
   In case you are looking for innovative people, use innovative solutions in your ad, for example video scribing. Here is a simple model of a logic task. Did you manage to solve that? Let me know the answer!

Facebook vol. 2

This time my post is another proof of the fact that social media plays important role in company’s recruitment process.

I would like to thank Piret  (who is one of my blog followers) who sent me the hint of the ad of today’s post.

And as a call to other reader, please do not hesitate to send me the hints to my e-mail address: helo_tamme@yahoo.com of innovative job ads or recruitment campaigns if you notice one.

Today my post is dedicated to job ad posted by Lottemaa (a new team park in Estonia inspired by the famous children’s book of a playful girl-dog called Lotte).

What I particularly like in this job post is it’s playful approach.

Firstly, instead of writing that we are hiring following employees to positions, they have written that they are looking for cast to following roles, such as Lotte, Bruno, Jaak the fly, etc.

Secondly, visual appearance of the ad – to make the job post visually more appealing, creator of the post has added the images of best-known characters. Although the majority of Estonian population is probably aware of the character, this kind of illustration helps readers of the ad create better associations with the positions.

Remarkable is also the fact that the job ad is at the moment published only in Lottemaa Theme Park website and their Facebook page. Probably they are not looking employees actively, yet, considering the fact that the grand opening is planned on July 25^th, but still… Actually, there is nothing wrong when a company is recruiting only thru social media site. I can only predict that this is something that will become more common in near future. But what is interesting is the fact, that Hana Kivi, who is the Program Manager for Lottemaa has also shared the job ad at her personal Facebook page and it has received over 2000 shares in there. Though company has already more than 4,000 likes in their page, the number of shares in this particular job ad is significantly lower on their page than on Hana’s. So why is this advertisement proven to be so popular? Well, because this Theme Park is something that people care about and what they believe in and therefore the ad has got so many shares.

Takeaways:

-          Use playful approach also in your job ad, in case you are looking for a bit different team mates to your playful team.

-          Use illustrations of characters in your job ad, in case you are looking for cast to different roles. Add also a photo of work place to your job ad, if this differs from usual work places.

-          Get your employees involved to your recruitment process: a job ad that is shared by your employees is more believable and could get more attention that ad that is shared by the company.

Infographic job ad

This time my post is dedicated to the job ad form called infographic job ad; I must admit that I haven’t met such ad in Estonia, so I am especially excited to share it with my Estonian readers.

Since it doesn’t have an official translation, I propose my own word – ‘infograafilne töökuulutus’. To those, who don’t know what it means, here is a short definition; it is graphic visual presentation of data to present also complex information more clearly and quickly.

The example infographic job ad that I’d like to present to you today is taken from Careth Lloyd’s website. Thank you to Gareth, who was kindly letting me to share this ad with you and also agreed to answer some of my questions related with the ad.

Gareth explained that with this ad they got different response than with traditional ads: ‘I would say we got less candidates through the infographic ad than a traditional ad. The candidates were not necessarily better - but they were definitely different people to normal - more of the so-called "passive" jobseekers, and more people who do use social media but wouldn't use a job board.’

I also asked him what candidates’ expression of this kind job ad was: ‘Candidates liked the fact that using an infographic was telling them more about the way we thought and operated as a business, and we were willing to experiment.  Candidates did not appear to mind that it had less information than a "traditional" ad.’

Gareth offered channels that he would use to publish infographic job ad would be Twitter, Facebook, Instagram, and website.

This fact, that candidates also appreciate innovative job ads, is confirmed by Futurestep (global industry leader in high-impact recruitment solutions) study. The study was conducted in 2013 in eight countries and was examining the impact of innovation in recruitment and talent management. The study involved 4,000 employees and 800 professionals.

In the Survey the participants were asked what impact would a innovative recruitment method have on them:

-          51% agreed that it would make them feel more positively towards the organization.

-          40% agreed that it would make them to find out more information or look at the website.

-          33% agreed that it would make them to refer the role onto others.

-          31% agreed that it would make them more likely to recommend the organization.

-          19% agreed that they would talk to others about the campaign.

How and where to use such job ad in Estonia? Gareth pointed out different channels that company could use to capture so-called passive candidates. But how to reach those potential candidates who are looking for a job; does our job boards support this kind of job ads? Therefore I contacted one of Estonian biggest job board’s CVKeskus. Martin Ivanov, who is the Client Manager in CVKeskus assured that their site supports different job ad forms and that they would use HTML solution to post infographic job ads.

Takeaways:

1.       Do not be afraid of trying different innovative recruitment solutions – job seekers do appreciate it and more likely would apply for the job or would recommend it to others.

2.       Do use infographic job ad would be one option to use innovative solutions in recruiting – this is something that so far hasn’t been used in Estonia (at least I haven’t seen such ad), so this is your chance to be one of the first.

3.       To target so called passive candidates you could use social media sites to post your infographic job ad. If you’d like to target also active job seekers you could post your ad in job board, for instance in CVKeskus.

Stylistics

Though for several years already, I prefer to use internet to read newspapers and news, I cannot deny that for instance customer magazines with special offers I still prefer to read on paper. After all, it is a good reading when you are having your morning (or afternoon) coffee. So last week, when I was looking Selver’s (local Supermarket chain) offers from their newsletter, I noticed their job ad, where they were looking for employees to several positions, such as Service Manager, Category Managers, Cleaners, etc.

To be honest, Selver is not a pioneer in the field when it comes to customer newsletters as recruitment channels. There are also other companies that have used the same method for a while now. However, it is extremely clever method that helps a company to target passive candidates who are currently not looking for a job, but when noticing your ad might consider applying for it.

It is well known fact that a large part of these newsletters are never read since most people just throw them away. This means, that to make more use of the newsletters companies must find some additional use for them to catch this way two birds with one stone.

  

Actually last week wasn’t the first time when I noticed Selver’s recruitment ads. For some time now I have noticed their job ads with new visual and to tell you the truth, I like it. What I like here the most is that they use the same layout in ALL (regardless of the location or position) their job posts, regardless of whether the advertisement is published in job portal or in newsletter.

Though, they do not state the salary of the position in that BAKER’s job ad, but there are plenty of different offerings mentioned in the post that should get attention and create interest in potential candidates. For example, they invite to join to their Sports Club for free of concessional terms, offer more bonus points with their customer program, etc.

In addition, I would like to draw your attention to the words used in the job ad (the ones that are in read and in capital letters, where they state what the job is about, what they offer, etc). Instead that to use for example: “From suitable candidate is expected to have…” (or similar), they use following: “Your job would be…”, “We are waiting for you…”, “We are offering to you”. To use this kind of second person addressee i.e. usage of word “you”, tends to connect potential candidates, makes the ad more personal to them, so that it kind of starts to “speak” with them. Also, the readers of the ad feel, that this job is really meant for me.

The same effect you get when you use words “we” and “our” in job post. Like for instance in this Selver’s ad they have used “We have been in business since…”, “At our place…”, etc. This makes a reader to feel that company opens itself up and introduces itself and expects candidates to do the same when applying for the job.

Takeaways:

-       If your company has customer magazine that you send to your clients either by mail or by e-mail (or by Direct Mail), consider also publishing your job ads in there.

-       Stylistics are important in job ad! Candidates feel more connected with open position when you use word “you” when describing your vacancy. The same recommendation also applies when you are describing your company – try to use first person addresser such as “we” and “us”.

-       You can also use help of Design Company for preparing the advertisement layout and then modifying the contents yourself as needed. To have designed layout in all job posts helps you: (1) to make your job advertisement visually more attractive and differentiate from others, and (2) to impress your candidates. They feel that company has contributed to the ad, which means that filling of the position is probably important to you.

Recruitment of younger generation

Recently I received a message from Mario Märtson, where he wrote to me about one recruitment campaign where they were looking for SUPER PURCHASER to Netimarket (an online food store). Since the feedback for the campaign has been really impressive, in candidates wise, then I decided to share their story also with you.

Firstly, take a look to the advertisement visual: the young woman on the picture looks like a shopaholic who has just seen huge discounts. This impression is supported with the description of expected candidate: “You love shopping”, “To you the Black Friday is as important as Octoberfest is for men” or “You are self-confident as Shaquille O'Neal with his right-handed jump hook shots” etc.

Maybe at first it is a bit confusing to the readers that whom this company actually is looking for: the title doesn’t say much about future job, there is no job description added, and the company is also not so well-known. But I think that the first interest is generated with this different approach and probably the brightest readers also checked out company’s web page that gives a sufficient overview of their field of activity.

Since there weren’t any high demands for the candidates as for specific education, job experience or skills, then they decided that the job would fit perfectly to younger generation.  Because of this target group they decided to have a bit different approach to the ad. Mario, the creator of the ad, explained: ‘If we would have headlined the job ‘warehouse worker’ or ‘customer service’ then probably we would have alienated the target group. So therefore we came out with new job title, design and wording’.

The outcome of the recruitment ad: the advertisement had 15,000 views and s staggering 800 candidates!

So why were they so successful with their job advertisement? Certainly, there are a number of different reasons that I could name here, one of which is that they had a salary range pointed out in the ad (written on the last line). Secondly, however, in my opinion they had the advertisement highly targeted to specific audience. Here are some examples:

- Text message. They had a short and witty description of a person whom they are looking for. Please be aware, that young people may not read the long lists of duties and requirements, because it is boring for them.

- Photos are the must-be element in youth-oriented advertising. This is what catches their eye and what they notice. The best thing in this case would be a photo of a real person telling his/her story.

- Recruitment channel: on-line recruitment portal (they used CVKeskus, well-known job portal in Estonia). Let’s face it; the majority of today’s young people have grown up in computer environment, with playing games and using Internet. This means that the first place that they probably would use to look for a job is Internet and I am pretty sure that they prefer it to newspapers.

When it comes to hiring younger generation you must also consider next:

-          They are looking for a interesting job in modern working environment.

-          They are looking for a job where they have career and development opportunities.

-          They are looking for organization that are open to change and innovation.

-          They prefer flexible work, with flexible working hours and mobile working place.

-          They have grown up in the age of computer games: use gamification during their recruitment, trainings, etc.

-          They use social media to communicate with friends and family, as well, to look for a job. Which means that companies who doesn’t have an account in Facebook, Twitter, or any other site, does not exist for them

-          Employer Brand is something that matters to them; they care of the information that they hear from their friends and based on that they make their decision either to apply for the job or not.

-          They are looking for quick recruitment processes and quick decisions. They get bored with long selection processes and accept job offer from other company.

Takeaways:

-          If your target audience is younger generation (I mean graduates and people who just entered labor market) then you need to design your recruitment message (both the text and visual) so that it is based on their preferences.

-          I would recommend usage of electronic channels such as job portals, social media, etc to reach younger audience.

-          If possible mention the range of remuneration that you offer for the job – believe me, you will get more candidates to choose from.

Comics

Key word of any kind of advertisement is AIDA i.e. attention, interest, desire, and action. To attract potential customers (in our case candidates) company must first of all make its advertisement visible. After getting the attention of potential customer/candidate, you must make them interested of the product/job so that they would desire it so badly and make their purchase/apply for the job.

Key question what each company who hires, should ask from itself is ‘how do I differentiate from other employers?’ If several companies are hiring to the same job and using the same channels, then the question is: ‘how do I get the candidate attention so that they would notice us first?’

Today my post is about usage of COMICS in job advertisement. An example that Proekspert (software engineering Company in Estonia) has used to recruit Java developers.

This time I used help of experts (all IT Specialists or Managers in their thirties) to help me with translation of the comic from ‘IT’ language ‘to my’ language.

I asked the experts to explain to me what this comic is about (hereinafter I am using the first names of experts). Kaupo: ‘generally speaking, the idea of this comic is following – wizard who supposedly means code wizard (very skillful programmer) claims that he could hex the cat or its meow’. Andrus: ‘it is play of words, meaning of word ‘hex’ here means hexadecimal or base 16 – programmers know what it means’. Kristina: ‘reference to Japanese probably means this that non-experts think that hex format is written in Japanese letters’.

If you are interested to find out what the code means you can use the converter and try to find the answer.

The other things that I asked from experts were, (1) how do they feel about job advertisement in form of comic and (2) what do they think of a non-traditional job ad with limited data. Though generally most of them said that they would prefer traditional job ads, they pointed out following.

Raivo: ‘I agree that probably for Java Developer job, advertisement doesn’t need to have a long list of duties since the jobs are basically the same in all companies and probably they plan to introduce different work related projects during the interview. Proekspert is well known company in local market which means that there is also no need to its description’. Kristina added from her side: ‘it seems that they are looking for younger specialists who know Harry Potter /…/ Specialists who are extroverts, who still have sparkle in their eyes, who joy playing games and read comics’. Andrus also pointed out ‘you need to know what this comic means and understand the joke in here, if you do so, then probably you are a right person for the job’.

I also took a look at Proekspert’s homepage to see whether they have more information available there – but turned out that the job ad there was the same as in job portal.

People who’d like to apply for vacant position should fill the application form, where they are supposed to enter only their name, age and contact data, additionally to coolest project that they have run and first steps in programming + hobbies.

So Kristina’s claim, that they are looking for playful candidates, gets confirmed here, with the questions about hobbies and video. It is not common approach (at least here in Estonia) to have question about hobbies on job application as a mandatory to answer. I can only assume that they ask it to find out whether the candidate suits to the team or not. The video clip is something that gives overview to the candidate, showing the potential coworkers and working environment.

If you feel that you want to do something good then Proekspert lets you catch two birds with one stone. Firstly, you can recommend your friend for the job (and he/she would probably be happy since it seems interesting job) and, secondly, Proekspert will make a donation to Tallinn Zoo to help them to feed jungle cat.

Actually it is not the first time to use comics in advertisements. In 40s and 50s the usage of advertisement in form of comic was fairly widespread. Here is an example of a breakfast cereal ad from www.craced.com.

Takeaways:

1. Recruitment is marketing! Do be different doesn’t need to mean that you need to copy innovative solutions that others have used in their recruitment ads. I recommend you to take a look to marketing and find different solutions what companies have used to advertise their products and service: copy from them and you’ll be different!
2. Find out what have been some earlier advertisement trends, I encourage you to revive a forgotten form and use it in your job ad as Proekspert has so cleverly done.
3. Offer recommendation incentives to person who helps you to find suitable employee. There are different bonuses that employers have offered in past, for examples money, iPad, donation, etc.

Gamification

Today my post is slightly different from my previous ones, this time: (1) this is not about one specific job ad that I found from internet job portal or newspaper, and (2) the recruitment advertisement is not from Estonia.

The other day when I was reading about different recruitment topics I found information about gamification. I hadn’t heard anything about that concept before, but there I was, readying about it. The more I read, the more excited I got. I felt that this is something really different and something that is really worth to study; and I still feel so.

So what it is? Basically, it is a recruitment strategy which uses game design mechanics and techniques in non-game contexts. Gamification is not only used in recruitment, but it is a tool that has successfully been used also in trainings, and other HR areas. To be honest, I have had also privilege to try it in one change management training.

Several well-known companies such as Marriot (they had a Facebook game called ‘My Marriot Hotel’), KPMG, etc. have used gamification for recruitment purposes.

Today I would like to introduce you KPMG’s game ’80 Days to Race the World’ that I played myself in last week. But I must warn you that this game is indeed an interesting and addictive one. I am not exaggerating when I am saying that I played it myself about 8 to 9 hours.

Now about the game; before you start to play it you are of course supposed to read the instructions of the game and the terms and conditions, so that you’d know what and how. What is this game about? Basically the players compete there by flying around the world in a hot air balloon. They must visit KPM’s offices to re-fuel the balloon and to find and solve the challenges. To pass the game player must pass 10 challenges and fly over the equator and do this within the deadline (meaning within 80 days or before game closes).

So what it all has to do with recruitment? Well, first of all, the game is targeted to those who are interested of applying to KMPG (when registering to the game players must indicate which area they are interested applying to). Secondly, by flying around the world with hot air balloon the player gets to know the company and its activities in different countries (when landing on company’s location in different countries players get the overview of that specific country’s activities). Gamification gives companies also opportunity to communicate their employer brand to external audience. With this specific game KPMG can show their global network of offices in different countries, people see that they are an innovative company with different approach to candidates, etc.

I myself am a true believer of games as HR tools. Games help people to be more open, more concentrated, more collaborative and more open to solve problems, and. This means that games give employers tools to learn more about their employees and candidates. That is because I believe that gamification is something that is worth to try.

And finally; using gamification doesn’t mean that all companies now need to invent their own computer games. You can have different playful approaches to your recruitment process; like some employers have done when recruiting IT professionals. Companies have created their own artificial databases to hide a secret code and people who were interested of the job need to find them.

Takeaways

-          You must consider that just a job advertisement itself doesn’t make desired candidates to apply to vacant position. Job ad must be attractive to potential candidates, so that they would want to apply to vacant position. One of the possibilities to attract candidates is the use of gamification in recruitment process.

-          Companies can use gamification in recruitment process to communicate their employer brand identity. Take advantage of your strengths and communicate them to your target group.

-          As for the bonus, gamification can also help employers with selecting suitable candidates for vacant position. You can use your game to assess candidate’s skills, characteristics, teamwork, etc depends of the game you are using.

Expectations for 2014

Today’s post is slightly different from previous ones – instead of writing about one particular job advertisement  I will write of my own expectation to job advertisements which I hope to see in 2014.

I expect to see more exciting recruitment solutions, such as cartoons, usage of formulas, crossword puzzles, etc. They all help company to differentiate from others. As an example here is a recent job post from Krediidiinfo.

I believe to see more photos and drawings in job posts. There is a saying that one picture is worth more than 1,000 words; which means that illustrations in job ad can help an employer to support the message that they want to deliver to job seekers. In addition, pictures also help to make the job advertising visually more attractive. As an example here is a recent job ad from HR Factory – it is competency based advertisement where bubbles mark the competencies expected from candidates, the bigger the bubble, the more important the competency.

I hope that we will also see more readiness to mobile recruiting. It is well known fact that the number of smart phone users in Estonia is growing, so why not to consider it when preparing a job advertisement? One way of doing it is to use QR code in job post, like Sirje Konsultatsioonibüroo (local consultation agency) has done in following job ad.

Actually, creation of QR code is unbelievably easy, try to scan the following code, and you can see that even I managed to prepare it. What will you say if I tell you that creating it took me less than one minute?

 

I also hope that we will see more video recruitments as we’ve done so far. Just recently OÜ FIlmimees (local TV Production Company) came out with their service, where they help companies to create one minute recruitment movie. In addition to this, I secretly hope to see use of video scribing in job advertisement. Some innovative companies have already used recruitment movies in their job ads, and here is one of them:

I do think that we also see more outdoor recruitment ads, such as advertisements in bus stations, store windows, billboards, company cars, etc.

I’d like to point out here two recruitment ad examples: Maxima billboard advertising and Grossi window recruitment ad (both are retail store chains).

And finally, as for my new year’s wish, I’d like to wish that we see more exciting and playful approach to recruitment ads, such as gamifications, Facebook contests (so called share and win games), etc.

Here is a Facebook job advertisement in from Sky-Art, where they promised 50€ for this person who helps them to find a right candidate for the job. Their Facebook ad got 2018 shares, I challenge you to try to make it yourself!

Facebook

Employer branding involves the development and communication of the organization culture in order to be perceived by external target group as desirable employer. One of the possible channels for employer brand communication is to use social media. Companies can use their social media sites by posting company related information to present its identity to desired target audience, in our case, to potential candidates.

In 2013 Institute for Employment Studies run a survey for Acas. In this survey they studied HR decision makers whose organizations had used social media in recruitment. They were asked why they use social media in recruitment process. Three most commonly-cited reasons were: (1) access to wider range of candidates than with traditional recruitment methods, (2) easy to use, and (3) lower costs.

There are a lot of different social media sites available, such as Facebook, LinkedIn, Twitter, etc. Today I’ll focus only on usage of Facebook.

Probably not all of HR responsibles will agree with me, but in my opinion Facebook as a recruitment channel is clearly underestimated and underused in Estonia. There are about 1.15 billion Facebook users worldwide; according to Facebook data, it has about 540 thousand users in Estonia. Facebook itself is one of the most visited internet site in a world. And still it is poorly used by HR.

  



Last week I noticed that couple of my friends in Facebook shared ADM Interactive job ad where the company was looking for employees for several positions. I am glad to notice that even without Facebook competition game that company has got a likes and shares for the advertisement.

I’d like to point out that the same job ads is also available in Estonian internet recruitment site CVKeskus. In afore mentioned advertisement there are couple of things that I must mention: firstly, they do point out different awards that company has won (such as being in TOP 25 in Employer of the Choice competition in Estonia, winner of e-Marketing agencies by Äripäev, Estonian Business Newspaper, in two years).  Secondly, they also have hyperlinks in their job ad where employees of the company tell why it is fun to work there  and how their work environment looks in Rotermann quarters (last one is the reference to their blog, which is in Estonian, but there are some pictures of their office, so I do recommend to take a look to that since it’s quite attractive).

Did you know?

1. Facebook posts with pictures get 39% more attention (clicks, likes and comments) than posts without pics.
2. Weekday, when you post your information in your Facebook site, also mattes – best days to post are Thursdays and Fridays.

Takeaways:

-         You can also use Facebook to create and communicate your employer brand image – post regularly information about company activities. This way you keep our social profile “alive” and create a strong social profile for your company.

-         Post also your job advertisements on your Facebook site – this way you can reach different users and might target passive candidates or candidates that usually are not in your target group.

-         In Facebook there is also possibility to target candidates with certain characteristics or qualifications; you need to pay for that service, but you only pay by clicks.  You can choose your targeted candidates by gender, age, education, language skills, previous job experience etc.