Social Media Recruiting

7 posts

Posted April 26, 2016 | Recruitment Advice, Recruitment Industry, Social Media Recruiting | No Comments »

Recruitment to Retainment – Part 2 – The Solutions

In last week’s blog, we discussed the 3 key areas which have contributed to the technology industry’s biggest problem – shortage of candidates. A lack of investment in graduates, the inability to hire out-with the EU and too few women entering the male dominated sector means businesses today are seriously struggling to hire. (Read part 1 here).

This week’s blog will tell you how to overcome some of the problems, recruit the best candidates you can find, and retain them!

So How Do We Suggest You Recruit?

Below are the first 5 steps you should take to effectively recruit for yourself:

  • Review and Detail a Person/Job Specification – An incredible amount of time is wasted by employers who do not know what they are looking for. Simply getting another person similar to the one who has moved on from the post or that is currently in a parallel post, is not always the answer. Their traits and personalities don’t always need to be mirrored by the next hire for the role. Creating a defined job or person description is easier than it sounds. Email us hello@ for a FREE guide to writing a Job Description.
  • Ask and Reward Existing Employees for Referrals – You never know if one of your existing employees might know of someone who is perfect for your company. Many businesses offer a staff referral bonus, whereby a bonus is paid often in 2 parts – when the candidate has passed probation and when the candidate has worked with the company for 1 year.
  • Utilise Friends and Family Network – A referral from someone you know out- with work is often of use, and sometimes from the most unlikely source!
  • Advertise vacancies for free – Utilise free job boards which are already out there including ScotlandIS and Talent Scotland, amongst your own Social Media networks, (company LinkedIn pages, groups or Twitter). It is worth considering that if these free tools are not working, why would you then pay to advertise? Many job boards have seen a steady decline in traffic and the job audience you seek is now very passive, thus less likely to be looking at your paid for adverts.
  • Use The Job Centre – Again a free to use service, where you could just catch someone at the start of their job search!

Be Mindful of Recruitment Trends

It always helps if you understand what’s going on in the market and how people are searching for jobs. Below are some trends to look for and consider:

  • Mobile – The impact of smartphones and tablets is taking over recruitment too. Make your career pages mobile friendly and easy to apply/ upload CV’s.
  • Social Candidate Attraction – As mentioned, social is stealing market share from job boards. Use these free networks to advertise where job seekers are much more likely to see them.
  • Culture is Key – Your company culture is what separates you from your competitor in the eyes of candidates. One of the first questions we ask prospect new clients is “describe your culture?” It’s amazing how many struggle to describe this and it is worrying that more have not put efforts into how they define this.
  • Corporate Social Responsibility – Pay attention to describing and demonstrating your corporate social responsibilities. Society is becoming increasingly connected and aware through technology and social networking. People more and more want to feel that they and the organisations and groups that they belong to are giving back and acting responsibly. 3 key areas that organisations can and do pay attention to include environmentally friendly business practices, involvement in community/ local charities and  fair and ethical employment policies.

So When Is It Time To Bring In A Recruiter?

If you believe that recruitment is going to be time consuming, distracting, difficult and if you believe the candidates are specialist, passive or may not be local – use a recruiter! If you’ve gone through the above steps, maybe even interviewed a few candidates… and still nobody is ticking the right boxes, bring in a professional who can tell you where you’re going wrong. Read more at:


Hiring the “Perfect Candidate”

When it does comes to hiring, many hiring managers and businesses won’t hire until they find what is their idea of a perfect candidate. However, they need to understand that with such high competition for scarce talent it’s rarely beneficial to keep searching and waiting to hire. We suggest hiring the candidates who are closest match to the job requirements regardless if they are lacking one or two skills or areas of experience. Skills can be taught and experience gained but holding out for the right person or taking part in a salary war for candidates is only further perpetuating the war for talent.


Once you’ve finally manage to attract and hire the right employees its important to make them want to stay – especially in today’s market, where your best employees are a target hire for your competitors. Employers must keep on top of their staff retention policies and programs and make sure they are motivating, enthusing and rewarding their staff like never before!

We suggest focussing on 2 areas:

  • Offer Career & Personal Development – For any good candidate, despite what experience they may have, continuous learning and development is what excites them and is key to retaining talent. Specialist IT talent is unique, in that they are less concerned about money in a role but more interested in the opportunity to continue learning and developing their career and skill set and work with new interesting technologies. Why not take some inspiration from Google – who have a new in house incubator called ‘Area 120’ where employees can build their own startups.
  • Work Life Balance – offering flexible working is a great way to keep employees happy. Almost a third of software developers surveyed by Indeed stated they worked remotely at least some of the time, a figure that had risen by 21% in the past year.

Benefits and Rewards

Below are some of our favourite benefits and rewards to show your employees your appreciation and create loyalty towards you as an employer.

Benefits & Rewards to Retain Employees | Recruitment Advice | Enigma People Solutions

We hope our two part blog has covered everything you need to know for successful talent management in the technology industry! However if you still have questions or need expert advice, give us a call on 0141 332 4422/ email and one of our Directors would be happy to help. Or our “recruitment advice” section of the blog may come in handy too!

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Posted September 22, 2014 | Recruitment Industry, Social Media Recruiting | 2 Comments »

Is Ethical Recruitment the Way Forward?

A clear indication of a booming jobs market is the news that 1,400 new recruitment companies have started up business in the last year. The demand for recruitment services can be seen across all sectors, however, sourcing talent in the IT sector has been increasingly difficult. Filling specialist, technical roles with little available talent is no easy job and this is hindering the recruitment processes throughout the sector.

Ethical Recruitment Glasgow - Enigma People Solutions

The war for talent has created a tough market for IT recruitment and we recognised that a different approach needed to be taken. In the past recruitment agencies gave themselves a bad reputation with what can be described as unethical and ruthless sales behaviour to fill roles. This is no longer acceptable and I wonder if the way forward for recruitment is based purely on ethical recruitment.

Perfectly describing ethical recruitment was a fellow recruiter’s blog I came across stating “ethical recruitment is more than a buzz term and more than the latest fad. It is crucial to the future of our industry and the success of the businesses we serve. Recruitment has come of age, it is no longer a case of “bums on seats” it’s about careful, considered selection and placement.”

Whilst it is great many new recruitment firms have been established it is worth remembering that when the recession hit many agencies disappeared, the ones that survive often have very strong ethical practices. Modern recruitment has become so much more than matching a person to a job spec, and I believe incorporating moral and ethical values to the business model is key to success. At the start of 2013, after reviewing our continued commitment to customer service, we realised the right thing for us was to separate client requirements and candidates requirements by training up candidates managers to work with candidates base, understand their goals in order to find their perfect role, rather than push square pegs into round holes of client job specs.

We believe a recruitment consultancy must endeavour to have their candidates and clients best interest at heart. Understanding the goals and ambition of what candidates want to achieve, learning the culture of client’s businesses and applying this to the search process is what makes a good recruiter in today’s market. Our candidate managers help to provide insight into our clients, match skills to job roles and personalities to company culture. They use their judgement to determine what will be the best fit for candidates, and where would be the best move for their career. On paper many job specifications can be identical but differ vastly in reality, and this is where a consultancy can provide invaluable insight on where a certain type of person is more suited, be it in a small dynamic company or a larger multinational corporate client.

Enigma helps to change the reputation of recruiters in the market place by creating complete honesty and transparency in the industry. This, I believe goes down well with our audiences given our most popular blogs firmly remain:

The 3 Most Common Lies Told By Recruitment Agencies
The 3 Most Common Lies Told In Job Descriptions
The 3 Most Common Lies Told On A CV

We are proud to have had a number of clients come to us directly due our ethical values, to have survived the recession without pheonixing officially or unofficially, and become recognised as trusted business partners. Rather than pushing for a hard sell, we stand firm on not persuading people’s decisions. This has led us to be recognised as one of the leading recruiters in the IT industry in Scotland, allowing us to reinvest and support the industry. By sponsoring awards such as the Herald Scottish Digital Business Awards, taking part in Tru Scotland Unconference events and hosting Performance Coaching sessions for clients we continue supporting the recruitment industry and the IT sector in every way we can.

If you are looking for ethical recruiters in the IT, Digital Media or Electronics Sector in Scotland then give one of our directors David Mains or Ben Hanley a call on 0141 332 4422.

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Posted December 04, 2013 | Digital Media, Industry Interviews, Social Media Recruiting | 2 Comments »

[INTERVIEW] Enigma Gets Social With Equator and Barrhead Travel

You wouldn’t be blamed for believing that Social Media is slowly taking over the world, one platform at a time. Done correctly, it is a fantastic tool to engage with one another, with businesses, public figures and even with our grannies (yes, apparently 22% of UK grandparents now use it to keep in touch!)

The problem with Social Media arises when business get it wrong, expecting high sales in return for pushing out mediocre content. Content is King, this is Social Media 101 and yet it’s amazing how many businesses can get it so wrong across various platforms. The sign up rate of Social Media sites is well documented but I wonder just how many people are leaving LinkedIn and Facebook every single day due to ill-targeted and irrelevant content bombarding their newsfeeds, connection requests from individuals they have no association with and spam messaging from businesses they have no interest in?

Is Social Media going down the same route as email marketing: engaging at first but now becoming information overload, where we have now become sick of an inbox inundated with useless emails and newsfeeds full of fluff?

Is Social Media becoming just too saturated to still be useful? Or is it more imperative now more than ever to invest in a Social Media Strategy to rise above the rest?

Capturing audience’s attention on Social Media is harder now than ever before. This highlights the importance of businesses devising the right Social Media Strategy and targeting the right content (to the right people) in order to make their audiences stand up and listen. Social Media is also a two way street and many businesses forget this. It’s just as important to stand back, listen to your followers as individuals, have conversations with them and just get to know them. Wasn’t this the point of social media in the first place?

We spoke to Herald Digital Business Award’s Agency of the Year Equator and the UK’s No. 1 Online Travel Agent Barrhead Travel about their successful use of Social Media.

David ShirraDavid Shirra, Marketing and E-Commerce Director at Barrhead Travel:

Like many other business you have invested in your Social Media strategy. How important is the right use Social Media to your business?

The right Social Media application is important in so many ways. Above all else social media allows both Barrhead Travel to connect with customers, and our customers connect with us which is the beauty of the channel however, with that two way dialogue we need to consider both what our customers want to see & hear, and listen to what our customers say.

Trading in an industry as emotive as travel, social media is such a complementary medium. At Barrhead Travel, we promote destinations, services and campaigns as well as consider social media as important vehicle for reputation management.

It is argued that people are turning off to social media marketing, that certain platforms are becoming too saturated with irrelevant content. Would you agree with this notion?

I believe like any communication channel, an inappropriate use drives channel fatigue; much like email before subscription centres and segmentation. For me, we are just beginning our social journey at Barrhead Travel and it is am imperative to ensure the content we broadcast is targeted, relevant and fresh; our engagement stats will answer your question in time.

What do you see next for Social Media, do you think platforms will continue to get bigger and better? Or will they be replaced with other forms of Digital Media Marketing?

I see greater access to insight, and an even greater requirement to segment as more advertisers on-board into social platforms. As ever, there are lots of new technologies emerging however, I would only consider adopting if they are considered complementary to our audience.

Gerry CampbellGerry Campbell, Business Development Manager at Equator:

Social media has had a big impact on the Digital Media Industry; tell us you have seen it grow to become an integral part of your business?

Social media is evolving every day and it now, more than ever, plays a very big part in SEO… no longer is about how many ‘like’s we can get or how many ‘retweets’… its about content… good… no GREAT content!

What Social Media has become now is a necessity and not just a play thing for the poor marketing executive or office junior to ‘talk to these folk… get them to ‘like’ us’! Social Media, as part of your Digital Marketing strategy, it is no longer a ‘we really should have’ thought but a ‘ we really must have’.

Businesses are now aware that they need to integrate their social media behaviour with their content strategy, and are already seeing the benefits of social media in terms of engagement, interaction, and ultimately sales.

After all that is what its all about… the money, money, money!

Do you believe certain social media platforms have become saturated and are people turning off to it?

I believe that people and businesses now, more than ever, have a platform strategy..: or they should! Gone are the days were “being everywhere” was the common approach to social media, only to find that in reality, unless it is engaging and thought through, is very rarely effective.

This applies especially for businesses that are trying to get traffic to their website… the content has to be engaging and get the customer excited enough for them to read and share… isnt that what it is all about?

How do you think businesses can achieve the right balance for effective use of Social Media?

Businesses should be strategically deciding what platforms are going to be, in the long run, the most effective for them and delivers the best ROI. The best thought through strategy should almost certainly take into account the social behaviors of their target audience. By doing this they will have the best chance of success… finding out about their target audience… how do they want to engage? are they video lovers? are they G+ers or Facebook addicts?

What are your predictions on social media, do you see the social media bubble bursting?

I see it evolving and becoming more targeted. Not bursting. I see it becoming better and less chaotic… and it being more targeted and focused.

As businesses evolve and get more confident about their Digital Marketing strategy they will begin to see instantaneous results and measurable ROI’s. As said before they will spare the marketing executive or office intern from being their social media Guru’s and employ dedicated social media managers or outsource strategists.

Businesses need to spend their time online engaging and interacting with followers making them become Brand Ambassadors generating social interaction and delivering business success beyond SEO.

Don’t forget to follow Enigma People Solutions on LinkedIn and Twitter for the latest news, vacancies, and industry updates…

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Posted June 24, 2013 | Digital Media, Industry Interviews, Social Media Recruiting | 4 Comments »

[INTERVIEW] Mike McGrail: Social Media In Life, Work and the Future

Last week we discussed the multitude of options that candidates have these days when searching for jobs. We were fascinated to find that despite the option being readily available (and quite exciting), people still aren’t using social media to find jobs as much as we thought they would be.

Mike McGrail: Social Media In Life, Work and the Future

We spoke to social media expert Mike McGrail about how social media affects his life and work, why some people might still be wary of it, and where he sees social media taking us in the future.

Hello, Mike! First, tell us a little about who you are and what you do.

I’m the Managing Director of Velocity Digital, a digital marketing and communications consultancy based in Edinburgh. I help businesses make the most of today’s digital platforms by taking a strategic, creative and analytical approach to marketing. I’m also the founder of The Social Penguin Blog, a popular social media blog that currently has a staff of six.

Have you ever used social media websites to look for a new job?

Previous to setting up Velocity in 2012, I worked for The BIG Partnership – I was actually approached via Twitter by Allan Barr to have an initial chat, so in many ways, a great job came to me via social media! Twitter has been a huge factor in my career – I’ve used it to connect with people and share my knowledge since 2008 – this has helped me to raise a profile way beyond anything I could’ve managed without it. Now that I’m in a position to hire people, social media will play a huge part in not only finding suitable candidates, but also striking up relationships with and assessing them. Of course, I would never carry out the whole process via social, but it will be key.

We were surprised to find that most people we asked chose not to look for jobs on websites such as Facebook and Twitter. Why do you think people still aren’t comfortable using social media to find work?

For many, social media is still a tool that they only really use to communicate with friends and families, they don’t see it as something that they would use to improve their careers or look for new opportunities.  As a digital marketer, my job is to make sure that the businesses I work with offer a strong digital proposition that makes people want to expand their use of social media above and beyond purely personal communication. There are still trust issues that exist, and in the past year there have been too many privacy scares with the likes of Facebook, which no-doubt stop people taking their use of social media to the next level.

Very possible! One theory we had is that social media is so vast; hundreds of people can respond to a job posting on Twitter. What would you suggest a candidate should do to stand out?

I often lecture at Universities etc, and I always urge students to ensure they are creating their own content that shows their knowledge, passion and creativity. A blog is a perfect example of this. Make yourself stand out and show potential employers that you have the drive to make things happen, don’t just expect things to come to you due to a well-formatted CV! This applies across the career spectrum, not just for students starting out.

The list of ways we can use social media is continuously growing. It began with a way to talk to friends and now you can use it to forward your career. What can you see it doing for us in the future? 

Social media and the technology that comes with it is now at a point of being so highly ingrained with so much of life’s tasks. You want to book a holiday, what do you do? I ask people on Twitter for recommendations and then check out accommodation etc reviews on Trip Advisor. Those reviews are social media. I can see it becoming something that we don’t even define anymore, it will just be part of so much of what we do. The ‘internet of things’ (where devices etc in our lives are connected and communicating) is becoming a reality and social will play a huge part in the progression of that.

Mike is running a Blogging Masterclass in Edinburgh on July 24th in Edinburgh. He’ll be teaching people from businesses big and small how to create impactful and creative blog posts, use WordPress and analyse the effects of their work. For details and booking, please see here.

Connect with @mike_mcgrail and @enigmapeople on Twitter to get involved in the discussion!

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Posted June 17, 2013 | Career Advice, Social Media Recruiting | 2 Comments »

Why Aren’t People Looking For Jobs On Social Media?

Last week, Enigma People Solutions exhibited at the Scottish Technology Show 2013 and had the opportunity to meet with a number of interesting and likeminded individuals. People who are interested in technology and the current job market, two things that are constantly evolving.

With this evolution, candidates now have a multitude of options when it comes to searching for a job. Gone are the days of looking at newspaper listings, now replaced with Twitter, Facebook, Linkedin, job boards and agencies. We were interested to learn where people prefer to look for new opportunities; whether they stick with the classic methods or have evolved with the times.

Why Aren't People Looking For Jobs On Social Media?

What’s interesting about these statistics is how few people said that they use Twitter and Facebook for job searches. Recent articles have suggested that more and more candidates are migrating to these social media websites to find the best roles, but this hasn’t been backed up when talking to real people looking for real opportunities.

Now this doesn’t mean that social media is useless for finding jobs – these people might be missing out on a goldmine. So why aren’t they looking for the treasure? Do they not know that it’s there, or do they not think that it’s worthwhile digging?

I’ll stop ignoring the question that you have no doubt asked by now – Isn’t Linkedin social media?

While it is, in the past few years it has evolved into a publishing platform that has the added feature of connecting with friends and co-workers. Perhaps this is the problem with social media websites such as Twitter and Facebook. People simply don’t connect the two together – work and social media.

One problem could be that social media is so vast that people simply don’t know where to start. It’s much simpler to contact a recruitment agency that specialises in exactly what they’re looking for, rather than trawling through hundreds of social media posts, 3% of which are relevant.

Another theory is that social media is so engrained in their daily process that it isn’t considered to be a tool in itself, but instead ties into the Own Network category, previously reserved for traditional word of mouth and business cards.

Whatever the explanation, social media still dominates most people’s day to day activities and if they haven’t caught on to its job search features yet, they probably will soon. The problem with this for candidates is that they will be one of hundreds of people who see and respond to that social media post. Social media has yet to compete with the likes of niche agencies in its ability to make a candidate stand out from the masses.

Do you use social media to find jobs, or do you stick with job boards and agencies? Or perhaps you look everywhere! Let us know by commenting below or tweeting us @enigmapeople.

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Posted September 28, 2012 | Events, Social Media Recruiting | No Comments »

Tea, cupcakes and a whole bunch of geeks

Tea, cupcakes and a whole bunch of geeks

As a self confessed social media geek I have been pretty excited about Glasgow being one of the host cities for Social Media Week.

If you’re on Twitter you’ve no doubt seen the #SMWGla hashtag, giving all of the updates including photos, videos and live streams from the events taking place across the city.

I attended some talks by digital agency Equator.

As I entered CitizenM I couldn’t help but be amused by the room holding the event. Typewriters, film reels and telephones that can’t take pictures adorned the walls of a room filled with creative, forward thinking minds trying to figure out the next step to making the future brighter.

Google Plus – Social Animal or SEO Henchman?

I saw a good tweet the other day by Jillian Ney,

“Google+ is like a gym membership – we all have one, but we never use it!”

As much as I like to see myself as a social media whizz, Google+ is something that I just haven’t been able to crack. This talk by Equator’s Marketing Director Martin Jordan covered Google’s past (Wave, Buzz… remember those?) and how they’re trying to shape their future.

It confirmed what I was already thinking (but desperately wanted confirmation of) – Google+ is just not worth it yet. There as aspects of it that are incredibly useful to a business being found online, but as a social tool there are too many better options. It’s a clever tool, that’s for sure, but clever isn’t fun.

Can social media make education and business friends again?

Tea, cupcakes and a whole bunch of geeks

Don’t let the empty seat in the front fool you, this talk was packed! I think it was just karma for having the tallest man in the world in front of me during the Google+ talk.

The lack of graduates getting jobs in the digital industry is a problem that we’re well aware of and want to fix, so I was very interested to hear what James had to say.

This talk was fantastic and you could tell that the widening gap between students and businesses is something that James feels very strongly about fixing. He began the talk informing us that only 9.3% of creative graduates found a job in their chosen career.

That is a depressing figure.

The problem being that what students are learning simply isn’t relevant to the industry they want to move into. The digital industry is so fast paced that educators are failing to keep up with it and people aren’t being taught the right skills.

“If I learn CS5 now, I’ll be unemployable in two years.”

Sad, but true. Employers need to be talking to educators as often as possible so make sure that when their students graduate and apply for a job, they can do the job. We need to start today to ensure that the degrees students are going into are relevant to their career prospects  and therefore helping businesses to find the talent that they need.

Did you attend Social Media Week? What did you think? 
Comment below or tweet us @enigmapeople

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Posted September 04, 2012 | Social Media Recruiting | No Comments »

If you judge social media on its ability to end the recession, it will live its whole life believing it is stupid.

Don’t get me wrong, I love social media. I’ve talked to people across the world from your average sports fan to my favourite filmmakers all thanks to Twitter. But I fear some businesses put too much pressure on it and forget about the classic tools.

Looking for a job?

I’ve read that jobseekers are scrapping the traditional CV altogether and putting them onto Pinterest instead. I think that could get a little bit confusing (and that’s coming from a 23 year old who is all too comfortable staring at a computer screen). I can’t help but think that if an employer is receiving 100 CVs for one job opening, they don’t have time to look at your Twitter, Tumblr, Facebook, Linkedin, Pinterest, Indentified… *breathe* … you get the picture.

Unless there was a sure fire way to make sure every employer knows exactly where to look for the exact information they need for every candidate, then they simply don’t have enough time in the day to look. And correct me if I’m wrong, but I don’t think there is a way.

Looking for a candidate?

Job recruiter says she never accepts a paper resume”

Call me old fashioned but am I the only person left who still likes the idea of putting all of your achievements on a well structured, tidy, clean and professional sheet of paper? I’m not saying you have to send it to the employer by carrier pigeon, but we can’t ignore the fact that we’re trying to fix something that wasn’t broken.

Social media is what it is. Social. And we like it that way.

Announcements, news, blogs, discussion, arguments, humour, creative ideas bouncing from New York to New Zealand. It’s an incredible tool, and not only that but it’s a small business’ dream to have all of this at their fingertips for free.

Believe it or not, the internet can’t do everything

The biggest argument against using social media for recruitment is the truth, or lack of, that it holds. In every Facebook or Linkedin profile people are bound to stretch the truth somewhat, making it inaccurate to their actual experience and personality.

From a recruiter’s perspective, social media does not replace the art of recruitment. It can’t replace a recruiter’s instinct and interview style. What it does do is evolve the client database; from rolodexes to computer databases to your Linkedin contact list.

But as soon as you start to depend on it for something that it can’t do, something that it shouldn’t do, you’ll get fed up and end up missing out on what could have been a fantastic relationship between you, social media and your business.

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