emplouer brand

5 tools to help graduate recruiters make sure they’re not a proper Charlie.

A couple of weeks back, there was a party that Charlie and Jon decided to head to. Neither of them knew anyone that was going, except for the host of course.

As they arrived they got into the swing of things. Charlie, who was loud and gregarious, jumped right in – he started doing the rounds, interrupting people’s conversations to introduce himself, talking about his job, his girlfriend, where he lives and so on.

Jon however was a little less sure of himself. Being the shy type he was not so keen on interrupting people mid-party to talk about himself. He wanted to make a good impression, but he decided that maybe listening and understanding these people – background, personalities, preferences – was perhaps the more intelligent approach.

The night was going great, the two friends were enjoying themselves, the music was good and the drink was flowing. Jon had lots of people around him, engaging in good conversation, laughing at his jokes and buying him drinks. They wanted to spend the evening with him because they felt he understood them. He was connecting so well with other guests.

Charlie however was not having such a great time. He was speaking to lots of people, sure. But nobody was really listening. He found that after 5 minutes people would wander off and he’d be left looking for the next group of guests he could start talking to.

Jon left with a whole load of new friends and even a girl’s number…the lucky rascal.

Charlie on the other hand didn’t – and he couldn’t figure out why.

We see a lot of approaches to social from a broad range of employers who ask us to plan their strategy and begin conversations. The key trend we always seem to spot is that they all want to jump right into the party, much like Charlie. They want to use social media as a megaphone to shout about their message. When what they should be doing is taking a leaf out of Jon’s book and using it instead as a set of speakers to listen to what people are saying.

Social listening is quite literally that. Listening to what’s being said about your brand online within social communities – blogs, forums, corporate pages and social channels. It can help you understand where you’ve been mentioned, and in what context. You can then begin to compare that to those you compete for talent with which is incredibly useful for benchmarking your strengths and weaknesses.

Knowledge is power as they say and understanding the good, the bad and the ugly will put you in a great position to build out a plan of action – whether that plan focuses on being disruptive, challenging misconceptions or outright education – you need to truly listen before you speak.

Here are a few free tools to help ensure you don’t make a proper Charlie out of yourself.

Hootsuite & Tweetdeck – widely used to plan outbound messages, but have some functionality to monitor and allow you to gather data and respond in real-time.

Twazzup – great for beginners looking for a Twitter monitoring tool

Social Mention – allows you to monitor and collect data across multiple platforms with basic analytics to help you measure positive and negative sentiment

Icerocket – specialises in blog searches but has the functionality to watch Facebook and Twitter too

Google alerts – a very basic way to discover when a websites is posting about you. Doesn’t cover social and is probably the least useful in a recruitment sense

We hope you’ve found this little introduction to buzz monitoring useful. If you’d like to talk to us about how we can help you really listen, then pop over to http://www.tonic-agency.com and get in touch.

10 steps to becoming a more attractive graduate employer

Reputation is a funny old thing. By definition it’s a widespread belief that someone or something has a particular characteristic – something that makes it unique.

In today’s employer marketing arena, being unique is a commodity that many simply don’t have. When it comes to standing out from the crowd, being heard and generating real space between you and the competition, many employers think they’re #winning, but in reality they’re out there sounding and acting just like everyone else.

There’s a Dutch photographer called Hans Eijkelboom. He’s created a collection of ‘anti-sartorial’ photographs entitled, ‘People of the 21st Century.’ He walked round town with a camera round his neck and the trigger in his pocket, snapping people while they were unaware. Sounds a little stalkerish but the way he arranged these photo’s is what we’re focusing on here.

In a world where we all think we’re individuals choosing to look, dress and act in a way that reflects our personality and celebrates our individuality, it’s remarkable just how identical we all actually look.

Have a quick look here to see what we mean.

So where are we going with this?

How can you grab someone’s attention, and keep it, when you’re only as appealing as the next employer down the road? How do you really take that step from aspiring to be different, to truly leading the pack and setting a great example? How do you become the envy of the competition?

In the coming weeks we’ll be sharing 10 pieces of content with you, the graduate recruiter, as you begin to assess your recent performance, define goals and objectives and plan for the year ahead.

Our aim is to make your life easier, so we’ll be sharing success stories, examples of client work and the results achieved, as well as some of the latest thinking that will help you to effectively manage your reputation, persuade and influence your audience and build those all important conversations on and offline.

Follow us on Twitter, Linked In or Google + to stay up to date, or follow our blog using the follow button to the top right of this post to receive an email each week when new content drops.

Of course, if there’s any topics you’re particularly interested in then be sure let us know, and we’ll even create your own personal bit of content around that topic and share it with our wider community to fire up a discussion and get our readers input.

See you next week and have a fabulous weekend!

The team at Tonic

http://www.tonic-agency.com

Everyone’s in the game!

“Diversity is a reality, inclusion is a choice.”

KPMG were keen to promote inclusiveness on campus, and our crowd game helped them to do just that. We invited students who didn’t know each other to step up and take part in a fun and engaging game. The goal was to control a virtual hot air balloon on screen by using your body. Waving your arms left and right would move the balloon in the respective direction on screen. The idea was to get from start to finish as quickly as possible and clinch 1st spot on the leader board.

However, there’s a couple of twists. Firstly, you’d need to avoid the flocks of geese, lightning bolts, UFO’s and oncoming airplanes that try to pop, zap and shred you on your way to the finish line.

Secondly, students would need to work together to ensure that teams of up to 15 players were all moving together as one. Find out more by watching the video here.

How can you use Google Circles to be more personal?

ImageIn the first edition of our five part blog focusing on G+ we asked if employers could afford to ignore what’s set to become the most used social media. In this, the second part, we’re going to talk about Google Circles and why they’re a really useful feature when it comes to delivering truly personalised content to your audience.

Quite simply a Circle is a group of friends, followers or contacts. Much like Facebook or Twitter, but with a difference. Unlike Facebook or Twitter there is no limit to the number of circles you can operate – each receiving a unique content feed. This offers endless opportunity to segment and personalise your messages and conversation to each of the communities you’ve built.

This allows you to be much more specific about what you share with each group. Facebook offers a single stream of content as does Twitter – G+ however, allows you to share engineering content with your Engineering circle, Marketing content with your circle of marketeers and information about what you’re planning to do at St Andrew’s University with your St Andrew’s University circle. You get the idea?

In context everyone wins. Your community get more relevant content – relevant posts that mean your message will be heard. And that’s a good thing – in a world where our attention spans are getting shorter and we’re demanding tailored content delivered faster, the ability to deliver information that is interesting, relevant and insightful is key to building brand advocacy.

So what’s our recommendation? Here are some ideas:

  • Treat your Public circle in the way it’s intended – give broad-brush information that is designed to engage and attract. You need to attract followers too.
  • Sub-divide the people that follow you into circles based on your target communities and develop content plans for each group
  • Use the opportunity to add value – see our blog on HelpMarketing for more about this
  • Think for the long-term. The objective here is to build engagement and then hire. Don’t simply broadcast a long list of vacancy announcements. This serves no-one and is a sure fire way of turning the people that you want to hire off.
  • Content is king, and delivering the right information, in the right way at the right time is something many employers find difficult. G+ Circles make that easier.

If you want to have a quick look at Circles being used intelligently, then I’d recommend looking at what Cadbury achieved with their ‘Tasters Circle.’ It’s a great example of a community that was quickly built and united by the same passion.

Cadbury went on to further engage this community using another of Google’s handy features – the Hangout. We’ll be looking into those in more detail next week.

If you’ve got any questions about G+ in the meantime, or simply want to keep up to date with our latest thinking then why not add us to one of your circles at +Tonic Agency Ltd? Alternatively you can visit http://www.tonic-agency.com for further contact details.