How To Hire The BestSales Graduates In 2019 With

Social Media

The Graduate FasttrackWhitepaper  

The Graduate Fasttrack Whitepaper

How To Use Social Media To Attract Graduates ӱ

ӈWhat The Stats Say About Where Future Graduate Hires AreSpending Their Time

Why Hiring Managers Should Be Using AI Bots To Screen SalesHires Ė

How To Hack LinkedIn's 2019 Algorithm Ǡ

How  To  Use  SocialMedia  To  AttractGraduates ӱ

Talent Acquisition Managers could take note fromthis rule.  Utilise your time and e�orts puttingmessages where your future candidates spend mostof their time - social media. The average graduatespends 2 hours and 21 minutes a day on socialmedia. We currently work with a consultant fromEurope's largest social media marketing agency toattract graduates through using social media. Hereare his top 4 tips for how companies can �ndgraduates on social media: 

Mark Zuckerberg's platform has more data thananything you can even begin to imagine. Instead ofposting a job listing to anyone who happens tofollow you on LinkedIn or check the job board thatday, Facebook ads can target a recent graduate of aRussell Group university who is 5KM away from youand regularly watches motivational videos by GaryVaynerchuk. What is unique about Facebook's datasystem is that it captures who the candidate actuallyis in their spare time. By contrast, LinkedIn is oftenfull of fake personas. Graduates try and presentthemselves as the type of candidate that willperform well in your sales role and you don't �ndout who they really are until months into the job. Bythen, it's too late. 

2. INSTAGRAM STORIES "The future of social media is stories". This is whatMark Zuckerberg said at his recent annualconference. The majority of social mediaconsumption by the 21-24 year olds you are tryingto reach is now via Instagram Stories. Despite this,very few companies are e�ectively using it to reachgraduates.  Using backend Instagram targeting ads, you cancreate a story advert for your job that givesgraduates the ability to swipe up and �ll out anapplication to your sales role in a matter of seconds. This has two clear advantages over the job boards.The �rst is that their application is much morememorable to the applications that candidates sendo� to Milkround where they likely send o� 10-20applications at a time. Also, the most talentedpotential hires you can �nd may not visit the jobboards because they don't need too. Therefore, youhave to �nd these people by other means.  3. LOOKALIKE AUDIENCES Every sales team has a superstar employee. You'veprobably said to yourself, "I wish I could have onehundred Lucy's". With the data driven targeting ofmost social media sites, this is now possible. If youinput the email addresses of your best talent, youcan create lookalike audiences to �nd people whoare most like these individuals across the internet.You can �nally �nd 100 Lucy's!

Every year, job boards and LinkedIn are gettingmore competitive for hiring managers. Legendarybusinessman Charlie Munger once said "The �rstrule of �shing is to �sh where the �sh are." Σ

1. FACEBOOK ADS

4. SNAPCHAT Ignore the press, Snapchat is still the go toplatforms for 21-24 year olds. Over 90% of its usersare between 18-24, making it the perfect platformfor graduate recruitment.  We've also found a 200% increase in performanceby utilising split screen ads as oppose to having justone image or video on the snapchat story.  Furthermore, Snapchat also allows you to targetbased on postcode enabling you to target speci�cgraduate towns such as Fallow�eld (Manchester) orHeadingley (Leeds) for the future sales superstaryou are after. You can target key personality typesyou are after, such as whether they play sport orregularly watch Dragons Den.  

ӈWhat The Stats SayAbout WhereFuture GraduateHires Are SpendingTheir Time                                  1. 64% of 18-25 year olds checkInstagram stories everyday 👀

2. 90.5% of Snapchat users are18-24 year olds ӱ

 3. Photo or video job adverts onsocial media receive 58% moreapplications than posts on jobboards ӹ

4. Only 18% of graduates checkLinkedIn everyday є

Why Hiring ManagersShould Be Using AIBots To Screen SalesHires Ė Sales may be the last job to be replaced withArti�cial Intelligence. However, the initial round ofscreening sales hires can now be replaced byArti�cial Intelligence.  As hiring managers, we've all had the experience ofhaving an interview with a fresh faced graduate torealise in the �rst 10 seconds that they are not theright �t for a career in sales. Hiring managers canlose so much time in these pointless interviews. Weknow we used to.  A hack we have implemented at Graduate Fasttrackis a bot that takes the initial pre-screening processfor us. It determines whether the person is the right�t for a career in sales. The bot runs throughvarious personality tests as well as sales scenarios,and ranks the responses that the candidates give. Ifa candidate achieves a score of 80% or above, thebot will inform us and invite the graduate in for aninterview. We've managed to save countless hoursof our hiring managers by doing this.  Here are two platforms you can use to build your AIpre-screening systems for graduate hires:

1. Messenger 1.3 billion people use Messenger everymonth. If you're not taking advantage of it,you're missing out. You can send acandidate a link to your bot, and it will scorethem accordingly with how well they haveperformed. One of the advantages of usingMessenger is that it gives you data aboutthe applicant, as well as the ability to seetheir Facebook pro�le (which a lot ofgraduates hide from hiring managers thesedays by changing their last name)

2. WhatsApp  Whatsapp is the most personal socialmedia platform. What is remarkable aboutusing Whatsapp to communicate withgraduates is the open rate.  The standard open rate on WhatsApp is95%. Meanwhile, the standard way ofreaching graduates that most sales hirersuse is email - and the open rate is adepressing 10%! That is a whopping 950% increase in openrate with your future graduate sales hire.Also, a lot of grads use their universityemail address to sign up job updates fromyou. However, when the graduate leavesuniversity, they no longer have access tothis email address meaning that you can nolonger reach them. WhatsApp by contrast islinked to their phone number. Even afterthey graduate, you can still get a hold ofthem.  WhatsApp decided to open up it's API in2018, making it possible to build AI systemsto screen graduates. It doesn't o�er asmuch customisability as Messenger does,however, Facebook is set to merge the backend of Messenger and WhatsApp later thisyear so stay tuned. 

How Graduates ThinkAbout Work Ǡ

 

How  To  HackLinkedIn's  2019Algorithm  Ǚ ♂ LinkedIn’s CTO recently revealed that their previousalgorithm favoured viral users and saw everydayusers posts get less and less reach. This is set tochange in 2019, as they look to encourage widerreach from your everyday user. They announced thattheir algorithm would be taking into considerationtwo key factors - “contribution” and “timely feedback”.Even though graduates use Facebook and Instagrammore than LinkedIn, they will often check the LinkedInof your company and a few key employees beforeapplying to your company. Here is how you canimplement it to get better ROI with your LinkedInposts:  1. Post everyday or at least every other day - Themore frequent your posts are, the more engagementthey will get. This will begin to compound and crossover to your other posts.  2. Tag people in your post - When LinkedIn’salgorithm sees that you are bringing other people intothe conversation, it favours it. Also, the person whoyou have just tagged’s connections will see the post -further broadening your reach.  3. Use 3 hashtags - Make sure they are relevant to thetopic. If you use more than 3, the algorithm picks it upas spam and down ranks you.   4. Get sta� posting to their personal accounts - As youcan see in your feed, people’s personal accounts aregetting a wider reach than the company they workfor. 72% of graduates we spoke to said they checkedthe hiring managers LinkedIn before attending theinterview.

1. 80% of graduates say they wantregular feedback from their manager ף

2. 65% of graduates feel rigid hierarchiesand outdated management systems failto get most of graduate sta� ⏰

3.  90% of graduates want theirworkplace to be fun and sociable 😎

4. Graduates who like their companiesare 25x more likely to stay ✅

About Us Currently, Graduate Fasttrack have a delivery team of20 Consultants driving candidate acquisition acrossLondon and Manchester. We screen 2000 CV's aweek, conduct over 500 telephone interviews andmeet with over 200 candidates in person. GraduateFasttrack invest over £180k a year in GraduateAdvertising online to attract the best candidates. Wespecialise in Sales & Recruitment positions and havedone for the last 15 years.

What Our Clients Say "Graduate Fasttrack have helped us build and scaleour sales team with a massive ROI in the �rst 2 years"- Airplus International  Our established list of clients include Softcat, Virginand Wowcher. 

Contact Us  We hope you enjoyed our whitepaper on how torecruit sales graduates in 2019! If you have anyquestions, please reach out to Paul atpaul.roberts@graduate-fasttrack.co.uk or on07976671179

Graduate Fasttrack