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Posted by Jackie Burns, Hays VP, on Friday, May 1, 2015
A recent Canadian Institute of Mining, Metallurgy and Petroleum magazine report finds that Canadian mining companies are under-using social media as a resource for connecting with employees and candidates.
This finding aligns with the Hays Canada Where People Are report, which showed that almost 90% of candidates are on LinkedIn, but less than 50% of resources and mining companies are active on the professional network, and less than a quarter have a dedicated LinkedIn jobs page.
The Where People Are survey showed that more than half of candidates say social media is their #1 preference for job hunting, and 100% of candidates use at least one channel, so employers who ignore social media are missing a gold mine of possible hires.
And it’s not just younger workers – the survey found that Gen X and Baby Boomers use social media at almost the same rates as Gen Y, although Gen Y were 21% less likely to use job boards in their hunt.
“Mining companies must learn to manage their social media presence and connect with all of their target audiences in order to strengthen their brand and overall business,” CIM contributor Patrick Thoburn writes.
For employers that means creating specific channels to attract candidates, and engaging them with relevant content. Develop blogs, reports and infographics that will interest your target audience, and roll them out consistently to organically grow your network of passive candidates. Then when you need someone for a hard-to-fill role, you can tap into that talent pool.
Candidates who are looking for their next role need to ensure their social media is all work appropriate – or private. Beyond the basics, follow and engage with companies you’re interested in working for so you can get an idea of their company culture, and whether you would be a good fit. Make sure your experience is clear – don’t just post what job you’re doing, but sell your overall skills and traits such as problem solving that make you a great candidate.