How This Founder Built His Recruitment from Twitter

Ready to break the hiring game wide open? Say hello to 'sneak style drops' - the creative, bold, and sneaky way to land top talent and transform your organization!

Social media has turned the traditional hiring process on its head, offering employers and job seekers a thrilling new adventure. From viral job posts to creative recruitment campaigns, social media has become the ultimate playground for finding top talent. Let’s dive into how social media has transformed the way we hire and find the perfect fit for our teams!

"COVID has posed challenges for our company as we experienced employees leaving for competing offers. It was frustrating to see that some people didn't fully grasp the value of our brand, and we were forced to compete solely on salary, which put us at a disadvantage against larger companies with bigger budgets. As a small business, we knew we couldn't match their monetary offers. That's when I realized the importance of building our brand as our competitive advantage. I understood that employees who were familiar with our brand were more likely to be loyal and produce better work. As the CEO, I made it a priority to focus on building our brand to create a strong and loyal workforce." - Aditya Siripragada, Co-Founder and CEO of Fountane Inc

The Idea of a Sneaker-Style Drop

Aditya tells us, "So, we had this crazy influx of work in January, and my business partner was like, 'Dude, you gotta close 13 jobs in 30 days.' I was like, 'Bro, that's impossible!' But then I had an idea. Cutshort asks us to post job salaries, so why not publicly post them on Twitter? It hit me that we were already posting them internally, so why not share them with the world?

And then, I thought, we have all these other cool perks, like 100% health insurance for parents, kids, and spouses, and free college memberships. So I started tweeting about those too, and people were loving it! They were like, 'Wow, your company is so cool!'

So, I decided to do a sneaker drop-style announcement on Twitter. I was like, 'Alright, I'm hiring for these 13 jobs soon, and I'm gonna be dropping them like it's a limited edition release.' It was like a mini social media campaign, and it made some serious impressions! It's amazing how Twitter can help with hiring and marketing at the same time.

The Sneaker-Style Drop on Twitter

Aditya’s sneaker-style drop on Twitter created a buzz and generated significant interest in his company's job opportunities. Followers were eagerly anticipating the drop, and he kept them engaged with updates and hints, building anticipation and excitement. Finally, on the day of the drop, he posted the job opportunities one by one, just like a sneaker drop, creating a sense of urgency and encouraging followers to apply quickly.

"Yeah, I made it like a sneaker drop because, you know, I'm not a sneakerhead myself. But I was big into NFTs like, you know, a year before, and I kind of saw how they were gamifying the whole experience. Every day was a game.

The result was overwhelming. The founder's tweets about the job opportunities received thousands of retweets, likes, and comments, and he recruited 6 out of the 13 candidates off Twitter.

Hiring interns from Twitter Spaces

And then I thought of hiring interns but in an interesting manner. I decided to hire them on Twitter Spaces.

"That one got a million impressions. That one went the most viral. I got a lot of hate as well as a lot of love for it. Nobody has ever done this before.'"

Aditya then shared why he has been doing this.

“There's a very specific reason why I'm doing this. It's obviously for the clout and branding, but there's something else as well. I'm doing this for who I was back in the day as a 19-year-old, to give a chance to my 19-year-old self - who didn't have the chance to purely get selected based on skill and merit and not based on anything else previously.

Most of these guys who apply don't have good backgrounds, to be very honest. But their skills are on par with anybody else. So, I think that if you are purely looking based on skill and talent, there shouldn't be any biases or preconceived notions about a person's background. It was my way of giving back to the community and providing opportunities to those who may not have had them otherwise.

It was a bold and experimental approach, but the response was overwhelming. People resonated with the idea of hiring based on skill and talent alone, and the tweet and Twitter spaces session gained a lot of attention, both positive and negative. But I stood by my decision and continued with the hiring process on Twitter spaces, making it a unique and unprecedented experience for both me and the candidates. It was a memorable journey, and I'm proud to have created an equal platform for hiring based on pure merit."

What does the Hiring process look like?

Here's the list of qualities that I look out for in interns or full-time employees, which I tweeted out and also posted on my Twitter:

Raw determination and skill: I value individuals who are driven, ambitious, and possess the necessary skills to excel in their roles. This includes a strong work ethic, passion for their field, and a willingness to learn and grow.

Creativity: I appreciate candidates who demonstrate creativity in their work, whether it's through their portfolio, projects, or other forms of self-expression. Originality and innovation are qualities that I highly value.

Results-oriented mindset: I look for candidates who are focused on achieving results and are willing to go above and beyond to achieve their goals. This includes setting clear objectives, tracking progress, and constantly striving for improvement.

Ability to work independently: I value candidates who can work independently and take ownership of their work. This includes being proactive, taking initiative, and being able to work effectively with minimal supervision.

Strong communication skills: Communication is the key in any role, and I look for candidates who can articulate their ideas clearly and effectively. This includes both written and verbal communication skills, as well as the ability to actively listen and collaborate with others.

Personality and cultural fit: I believe that a positive and collaborative team culture is essential for success, and I look for candidates who align with our company values and can contribute positively to our team dynamics. This includes being respectful, adaptable, and having a positive attitude.

Creativity in outreach: When it comes to reaching out to me or the team, I appreciate candidates who are creative in their approach. Standing out from the crowd and going the extra mile to make an impression shows initiative and resourcefulness.

In our hiring process, we start by reviewing resumes and forms, but we also place a strong emphasis on candidates' work and creativity. For example, if it's a coding role, we look at their GitHub repository and the complexity of their code contributions. If it's a design role, we review their Dribbble or Behance profile and assess the complexity of their workflows and visuals. We also ask questions that help us understand their personality and creativity, such as asking them to introduce themselves as if they were at a party or create a one-minute video about themselves.

"I believe that being creative in your communication shows vulnerability and effort, and it's a great way to demonstrate that you're ready to go the extra mile. When candidates put in the effort to come up with creative ways to reach out, it automatically catches my attention and earns them an interview, even if they don't have a perfect profile. Skills can be developed, but innate qualities like creativity and effort are invaluable." This one person made a video and tweeted

Navigating the Social Media Hiring Maze: Pros, Cons, and Complexities

The possibilities are endless when it comes to hiring through social media. You can cast your net wider and tap into a diverse talent pool that might not be possible through traditional methods. Plus, it's cost-effective, making it a budget-friendly option for small businesses and startups.

And the best part? You get to showcase your employer brand to potential candidates, giving them a glimpse into your company culture, values, and brand personality. It's like a virtual window into your organization, helping you attract candidates who are the perfect fit for your team.

While keeping this in mind, we need to consider that the sheer volume of information available can be overwhelming, making it challenging to filter through profiles and messages to find qualified candidates. Additionally comes challenges of privacy. Social media blurs the lines between personal and professional, raising concerns about potential bias and discrimination in the hiring process. It's essential to tread carefully and ensure that you're compliant with data privacy regulations while maintaining fairness and objectivity.

Legal and ethical considerations abound, from avoiding discriminatory practices to safeguarding candidate data. Brand reputation risks also lurk in the shadows, as negative comments or feedback on your social media profiles can impact your employer brand. And let's not forget the challenge of managing multiple platforms, keeping up with changing algorithms and trends, and finding the right balance between creativity and professionalism in your recruitment campaigns. It's like juggling flaming swords while riding a unicycle!

While hiring through social media can be highly effective, it's important to understand what you're doing and approach it with a certain level of vulnerability. It's easy to make mistakes or face backlash if not done correctly. So make sure you thoroughly understand the process and have internal resources in place to support you. It's about being intentional, creative, and mindful throughout the hiring process to ensure success and avoid any potential pitfalls. With the right approach, social media can be a powerful tool to find and hire the best talent for your team. Happy hiring!

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