The use of FaceBook jobs wanted as a recruiting tool!

[OldGuy]

Update: Facebook "Jobs" Feature a SUCCESS!


See https://www.facebook.com/pg/SpokaneCAP/jobs/1955649024720256/

and https://www.facebook.com/pg/SpokaneCAP/jobs/1491477284268062/

and https://www.facebook.com/pg/SpokaneCAP/jobs/263820430802708/

H/T to WAWG PAO Jessica Jerwa!

[Gunsotsu]

No.

Just no.

[THRAWN]

No.

Just no.

Why?

Just why?

If done correctly, skills learned in CAP can be the fist in the door into some professions. It may attract people with skill sets that your unit needs. Not any worse than some of the "recruiting" (read "fishing") techniques that some units use.

[NC Hokie]

Update: Facebook "Jobs" Feature a SUCCESS!

You gave us links to three jobs posted on your squadron's Facebook page.  What makes this a success?

[OldGuy]

Update: Facebook "Jobs" Feature a SUCCESS!

You gave us links to three jobs posted on your squadron's Facebook page.  What makes this a success?

In two weeks, three senior member volunteers with skills, and a cadet officer volunteer new in the community.

[OldGuy]

No.

Just no.

Your choice. It is a legitimate use of Facebook and is working.

[PReeves]

I feel like it is a nice and legitimate way to get the word out to the community. I personally don't see anything wrong with it. In fact, it probably will work better than using flyers and other conventional recruiting tools due to the online outreach and networking aspect of it. I also like how you have tailored the posts to feature specific specialty tracks to target a more specific audience than just asking for "members". Well done!

[OldGuy]

I feel like it is a nice and legitimate way to get the word out to the community. I personally don't see anything wrong with it. In fact, it probably will work better than using flyers and other conventional recruiting tools due to the online outreach and networking aspect of it. I also like how you have tailored the posts to feature specific specialty tracks to target a more specific audience than just asking for "members". Well done!

Thank you. Wing PAO gets the credit, they demonstrated the tool and how to customize same. It is doing well!

[etodd]

Great job! FB can get the word out quicker than most any other method. People that know someone, who knows someone else that knows the perfect candidate for the job, will share the posts within hours, if not minutes. Fantastic use of technology.

[Eclipse]

You'd be better off spending a few shekels on Adsense placements with clear targeting.

[OldGuy]

You'd be better off spending a few shekels on Adsense placements with clear targeting.

Free is getting results. Why would spending money be a better plan?
4 adds, two weeks, four new members. O'd say that works.

[Eclipse]

Well, if it works, it works - how do you get three new senior members through orientation meetings and
membership boards in two weeks?

If the cadet is already an officer and moved to the area, he/she would have found you through
normal channels, but if you're getting results, so be it.

[OldGuy]

Well, if it works, it works - how do you get three new senior members through orientation meetings and
membership boards in two weeks?

You don't.

If the cadet is already an officer and moved to the area, he/she would have found you through
normal channels, but if you're getting results, so be it.

We are, thank you. And maybe, maybe not, but he responded to this after being here for months.

[Eclipse]

Well, if it works, it works - how do you get three new senior members through orientation meetings and
membership boards in two weeks?

You don't.

Well, then they aren't "members", they are potential members, and anything from setting incorrect
expectations, loss of interest, to BGC issues may preclude their joining.

Anyone in the door is better then an empty doorway, but don't assume a 100% hit rate on inquires.

[OldGuy]

Well, then they aren't "members", they are potential members, and anything from setting incorrect
expectations, loss of interest, to BGC issues may preclude their joining.

Really? Maybe we should use your method. Tell us all what tool you used to bring three prospective seniors and a cadet in the door over the last three weeks? And tell us your onboarding process and experience, please. It sounds like you have a lot of knowledge of why people drop out of your pipeline. Maybe we can all learn from that experience!

Anyone in the door is better then an empty doorway, but don't assume a 100% hit rate on inquires.

Great advice, thank you very much!

[Eclipse]

Well, then they aren't "members", they are potential members, and anything from setting incorrect
expectations, loss of interest, to BGC issues may preclude their joining.

Really? Maybe we should use your method. Tell us all what tool you used to bring three prospective seniors and a cadet in the door over the last three weeks? And tell us your onboarding process and experience, please. It sounds like you have a lot of knowledge of why people drop out of your pipeline. Maybe we can all learn from that experience!

Random chance and an active program are all the recruiting the unit currently does.

As to on-boarding - the organization has policies and regulations which sloe the roll on new members, and the reality of experience is that "potential members"
join and stick at a rate of under 50%, probably closer to 25%, with a lot of variables in the mix.

People are well-intentioned and enthusiastic in the recruiting, and less so when it's check-writing time.

You might try being a little less defensive.  Your OP was touting a "success" with no explanation, and there are legit concerns
about recruiting this way since you don't have "jobs" to offer, you have volunteer opportunities.

This is no different then when the military, especially the Navy, used to post "help wanted" ads in the classified sections of
local papers and you had to call the office to find out it was a recruiter.

It's also possible you found the only 3 people in your area who will go for that type of ad.  If I was looking for a job in
finance and you wasted my search time, you wouldn't get a call for a joiner.

Sales people know it's conversions, not discussions that generate revenue.
people

[OldGuy]

Random chance and an active program are all the recruiting the unit currently does.

Hmm, we do that too. But thanks for the idea!

You might try being a little less defensive.  Your OP was touting a "success" with no explanation, and there are legit concerns
about recruiting this way since you don't have "jobs" to offer, you have volunteer opportunities.

Defensive? Moi? Nope, just responding to questions asked.

This is no different then when the military, especially the Navy, used to post "help wanted" ads in the classified sections of
local papers and you had to call the office to find out it was a recruiter.

Really? Maybe you missed the whole VOLUNTEER part of the jobs post. OTOH all FOUR respondents indicated they were excited at the VOLUNTEER opportunity.

It's also possible you found the only 3 people in your area who will go for that type of ad.  If I was looking for a job in
finance and you wasted my search time, you wouldn't get a call for a joiner.

Well sure, with the attitude you appear to approach these ads with, I have little doubt you'd be upset. OTOH all FOUR of the respondents were excited at the volunteer opportunity.  Again I appreciate your advice and wish you the very best of luck with your program.

[Eclipse]

Not to pick a nit, but all that happened with the cadet was he remembered he was still in CAP and needed to
explore a transfer, which of course would also be pending the required membership board. The ads didn't recruit him.

The others, time will tell.

[OldGuy]

Not to pick a nit, ...

But you did anyway!

....but all that happened with the cadet was he remembered he was still in CAP and needed to
explore a transfer, ...

That actually is contrary to what he told me at the squadron picnic last night, but OK.

The ads didn't recruit him.

He disagrees.

...which of course would also be pending the required membership board.

Really? Our DC told me that there is no membership "board" for a transfer. But I am sure you know what you are talking about.

Again, really appreciate the positive feedback and advice. Good luck with your "random chance" efforts.

[Майор Хаткевич]

Not to pick a nit, ...

But you did anyway!

....but all that happened with the cadet was he remembered he was still in CAP and needed to
explore a transfer, ...

That actually is contrary to what he told me at the squadron picnic last night, but OK.

The ads didn't recruit him.

He disagrees.

...which of course would also be pending the required membership board.

Really? Our DC told me that there is no membership "board" for a transfer. But I am sure you know what you are talking about.

Again, really appreciate the positive feedback and advice. Good luck with your "random chance" efforts.

Wow, you're not going to last here too long with an attitude like that.

[OldGuy]

Wow, you're not going to last here too long with an attitude like that.

Really? I tried to offer feedback on a a new tool and get nit picking and negativity. Now you join in. OK, what next, a drum-head court martial and expulsion?

Tell you what, I could join in the negativity, the carping about what a failure CAP is in regards to Harvey and why my efforts are meaningless - OR I could keep trying to make ours a Squadron of Distinction. Guess which choice I am making?

Oh and good luck with your positive efforts to welcome people here.

[SarDragon]

OK, enough of the measuring contest. Clean it up, or it gets turned off.

[NIN]

No.

Just no.

I suppose Volunteer Match, Linked In, Facebook ads are newfangled?

I mean, if the classified section of the local paper is working, don't give it up, right?

[Commo]

In two weeks, three senior member volunteers with skills, and a cadet officer volunteer new in the community.

Well done to the OP and support of trying something different.  I freely admit I'm not a Facebook guy, but if it gets the word out in an avenue that people see, kudos to your squadron for trying it.  As Lt. Blues mentioned, the added detail of the specialty was a good tactic: focusing the advertisement to a potential candidate of "Hey, that could me be" vs. "Ho Hum, that could be anyone."

I also admit I'm surprised the perceived negativity from several of the senior members here.  It's different venue, yes, and others (myself included) dislike the bombardment of advertising in Facebook, and targeted ads always feel like an invasion of privacy.  Nitpicking the success of getting interested people in the door with "Oh, he's a cadet that just hadn't transferred yet"  and citing overall retention rates... what's the point?  It's not relevant to the success and bringing three interested people into the local squadron.

Sure, the cadet was a CAP veteran who just needed a nudge to transfer.  That Facebook ad was the catalyst to reignite his interest while simultaneously communicating that this squadron is active enough to recruit on Facebook.

With all due and sincere respect to the seniors who contribute to captalk:  you bring a wealth of experience, knowledge, and dedication to CAP, but there are fine lines between "proven experience", "old salt", and "this is how we've always done it.  That way won't work because others tried something similar (but different) and failed."

Kudos to your initial success.  Facebook may have brought them to your door, but it will be the quality and camaraderie of your squadron that retains them. 

Commo

[OldGuy]

Thanks Commo. I need to be more clear in my communication and more patient with the old salts and naysayers. I agree regards the squadron. We have a great team and are working well together towards the Squadron of Distinction, but there is always room for improvement. Appreciate the kind words. Will update as this develops.

[Майор Хаткевич]

In two weeks, three senior member volunteers with skills, and a cadet officer volunteer new in the community.

Well done to the OP and support of trying something different.  I freely admit I'm not a Facebook guy, but if it gets the word out in an avenue that people see, kudos to your squadron for trying it.  As Lt. Blues mentioned, the added detail of the specialty was a good tactic: focusing the advertisement to a potential candidate of "Hey, that could me be" vs. "Ho Hum, that could be anyone."

I also admit I'm surprised the perceived negativity from several of the senior members here.  It's different venue, yes, and others (myself included) dislike the bombardment of advertising in Facebook, and targeted ads always feel like an invasion of privacy.  Nitpicking the success of getting interested people in the door with "Oh, he's a cadet that just hadn't transferred yet"  and citing overall retention rates... what's the point?  It's not relevant to the success and bringing three interested people into the local squadron.

Sure, the cadet was a CAP veteran who just needed a nudge to transfer.  That Facebook ad was the catalyst to reignite his interest while simultaneously communicating that this squadron is active enough to recruit on Facebook.

With all due and sincere respect to the seniors who contribute to captalk:  you bring a wealth of experience, knowledge, and dedication to CAP, but there are fine lines between "proven experience", "old salt", and "this is how we've always done it.  That way won't work because others tried something similar (but different) and failed."

Kudos to your initial success.  Facebook may have brought them to your door, but it will be the quality and camaraderie of your squadron that retains them. 

Commo

By far, my biggest gripe is listing it where people looking for jobs will see an unpaid, expensive "opportunity". The text is good, the place is the issue.

[NIN]

It works. Leave the guy alone.

[OldGuy]

25 Ways To Catch and Keep Volunteers
https://www.ptotoday.com/pto-today-articles/article/8-25-ways-to-catch-and-keep-volunteers

[TheSkyHornet]

They picked me up through a LinkedIn ad.

And I bet they regret that 

[Gunsotsu]

By far, my biggest gripe is listing it where people looking for jobs will see an unpaid, expensive "opportunity". The text is good, the place is the issue.

This. It's patently dishonest and has no business being posted where people look for paying work.

[OldGuy]

This. It's patently dishonest and has no business being posted where people look for paying work.

Well, if your claim was honest, that would be correct.

The ads are posted under VOLUNTEER OPPORTUNITIES. In the Headline it says the word VOLUNTEER. And all four applicants so far have actually read that and understood that. But otherwise your concerns would be valid. I do appreciate the time you took to actually examine the links, the text, note that both Wing and National has approved this and supports the efforts and then weigh in with reasoned concerns based on facts. I look forward to seeing what other great ideas you have that could help others recruit.

[stillamarine]

This. It's patently dishonest and has no business being posted where people look for paying work.

Well, if your claim was honest, that would be correct.

The ads are posted under VOLUNTEER OPPORTUNITIES. In the Headline it says the word VOLUNTEER. And all four applicants so far have actually read that and understood that. But otherwise your concerns would be valid. I do appreciate the time you took to actually examine the links, the text, note that both Wing and National has approved this and supports the efforts and then weigh in with reasoned concerns based on facts. I look forward to seeing what other great ideas you have that could help others recruit.

Yeah that doesn't always help. I have an ad on a website for internships. It is for an UNPAID internship with my PD. We don't pay, we don't relocate, we don't provide housing. All of these are in the description, heading, all caps. You are required to be enrolled in a course receiving credit. I get multiple applications weekly from people that don't read the requirements.

[OldGuy]

Yeah that doesn't always help. I have an ad on a website for internships. It is for an UNPAID internship with my PD. We don't pay, we don't relocate, we don't provide housing. All of these are in the description, heading, all caps. You are required to be enrolled in a course receiving credit. I get multiple applications weekly from people that don't read the requirements.

No doubt. But in this case four of four did read, did understand and did respond.

[etodd]

Great job! FB can get the word out quicker than most any other method. People that know someone, who knows someone else that knows the perfect candidate for the job, will share the posts within hours, if not minutes. Fantastic use of technology.

Geez, what a negative thread ... so I'll repeat my comment from page one.  ^^

Its a whole new world out here. I'm 61 and have been in marketing since 1970 in one form or another and heavily involved with the internet since the amber monitor text only days.  I have to keep up with what the 'kids' are using and prefering these days.

Out with the old (well, it sometimes still works) and in with the new.

I congratulate the Squadron for their work. 

[PHall]

Yeah that doesn't always help. I have an ad on a website for internships. It is for an UNPAID internship with my PD. We don't pay, we don't relocate, we don't provide housing. All of these are in the description, heading, all caps. You are required to be enrolled in a course receiving credit. I get multiple applications weekly from people that don't read the requirements.

No doubt. But in this case four of four did read, did understand and did respond.

And then there's the REAL test. Will they be around to renew in a year?

[OldGuy]

Great job! FB can get the word out quicker than most any other method. People that know someone, who knows someone else that knows the perfect candidate for the job, will share the posts within hours, if not minutes. Fantastic use of technology.

Geez, what a negative thread ... so I'll repeat my comment from page one.  ^^

Its a whole new world out here. I'm 61 and have been in marketing since 1970 in one form or another and heavily involved with the internet since the amber monitor text only days.  I have to keep up with what the 'kids' are using and prefering these days.

Out with the old (well, it sometimes still works) and in with the new.

I congratulate the Squadron for their work. 

Thanks. I do appreciate the many positive posts here.

[OldGuy]

Yeah that doesn't always help. I have an ad on a website for internships. It is for an UNPAID internship with my PD. We don't pay, we don't relocate, we don't provide housing. All of these are in the description, heading, all caps. You are required to be enrolled in a course receiving credit. I get multiple applications weekly from people that don't read the requirements.

No doubt. But in this case four of four did read, did understand and did respond.

And then there's the REAL test. Will they be around to renew in a year?

Absolutely. We have a great team, I have a good feeling about this. But we continue full press recruiting. This is just one of the tools that the R&R Officer has working.

[etodd]

And then there's the REAL test. Will they be around to renew in a year?

Good grief man, even if just one out of the four stayed it would be a success.  Why in the world so negative?

Some folks just cannot stand to see others in the spotlight. 

[Майор Хаткевич]

And then there's the REAL test. Will they be around to renew in a year?

Good grief man, even if just one out of the four stayed it would be a success.  Why in the world so negative?

Some folks just cannot stand to see others in the spotlight. 

Errr...no.


1 out of 4 is a terrible rate, according to NHQ.  :angel:

[Commo]

And then there's the REAL test. Will they be around to renew in a year?

How is that relevant?  Retention will be based on the individual's experience with CAP, the squadron, the squadron's seniors, and the squadron's cadets over the next 365 days.  The spark that piqued their interest may be remembered, but will be long irrelevant at renewal time at next year.

Unless the naysayers are suggesting that recruiting method A is always superior over method B, and method C will only bring in the "worst sort" to CAP, then with continued all due respect... a speculative comment to next year's retention is irrelevant.  (It would be just as irrelevant if it was a postive speculation, too)

Kudos to your initial success.  Facebook may have brought them to your door, but it will be the quality and camaraderie of your squadron that retains them. 

Commo

[G+10]

+1000

How is that relevant?  Retention will be based on the individual's experience with CAP, the squadron, the squadron's seniors, and the squadron's cadets over the next 365 days.  The spark that piqued their interest may be remembered, but will be long irrelevant at renewal time at next year.

Unless the naysayers are suggesting that recruiting method A is always superior over method B, and method C will only bring in the "worst sort" to CAP, then with continued all due respect... a speculative comment to next year's retention is irrelevant.  (It would be just as irrelevant if it was a postive speculation, too)


Commo

donaldfmorgan - FANTASTIC job in thinking outside of the box!

[OldGuy]

commo and G+10 - thanks!

Credit Wing PAO, this was her idea. And a great one, as far as I have seen so far.

[etodd]

Give it maybe 10 more years and there will not be many old naysayers left.  Time for all the young whippersnappers to take hold and run with the ball ....

[PHall]

And then there's the REAL test. Will they be around to renew in a year?

How is that relevant?  Retention will be based on the individual's experience with CAP, the squadron, the squadron's seniors, and the squadron's cadets over the next 365 days.  The spark that piqued their interest may be remembered, but will be long irrelevant at renewal time at next year.

Unless the naysayers are suggesting that recruiting method A is always superior over method B, and method C will only bring in the "worst sort" to CAP, then with continued all due respect... a speculative comment to next year's retention is irrelevant.  (It would be just as irrelevant if it was a postive speculation, too)

Kudos to your initial success.  Facebook may have brought them to your door, but it will be the quality and camaraderie of your squadron that retains them. 

Commo

CAP has over the past 40 years or so, only kept about 40% of it's new members past the first year. With most of the drop outs leaving in the first 6 months.

[NIN]

Yeah that doesn't always help. I have an ad on a website for internships. It is for an UNPAID internship with my PD. We don't pay, we don't relocate, we don't provide housing. All of these are in the description, heading, all caps. You are required to be enrolled in a course receiving credit. I get multiple applications weekly from people that don't read the requirements.

Sure, but why is it the posting organization or individual's fault that the person can't read the plain text?   (Note: I'm not saying you or your dept.. this gets back to the FB ads thing)

If this works, brings people thru the front door, increases interest, etc, then do it.  As the phrase goes "If its stupid and it works, then its not stupid."  They are clearly identifying volunteers opportunities in a place where people advertise volunteer opportunities (even thought FB calls it "FB Jobs")

https://www.youtube.com/watch?v=cBnqxXH5kVY

Majors McCormick & Gerstein talk about using different online tools and opportunities to match interested volunteers to units in a targeted way.  Some of these ideas are a little radical because they're "not how we do it."   We, guess what: We've seen what "business as usual" gets us.  A former commander of mine used to say "If you're doing things the same way you were doing them 20 years ago, chances are you're doing them wrong."

Or "If you keep doing what you always did, you'll keep getting the results you always got."

Naysayers aside, the National Recruiting and Retention Manager thinks this is a great idea.

[NIN]

BTW, I already met with Capt Jerwa.  She's got a handle on this.  WA Wing's PAO & Recruiting team have their stuff together and a plan to make things happen.

We'll be featuring this going forward to facilitate other wings and units to give it a shot.

[OldGuy]

BTW, I already met with Capt Jerwa.  She's got a handle on this.  WA Wing's PAO & Recruiting team have their stuff together and a plan to make things happen.

We'll be featuring this going forward to facilitate other wings and units to give it a shot.

Indeed they do! Capt Jerwa is a serious "force multiplier". I expect to see Eagles on her in the not so distant future.

[Майор Хаткевич]

BTW, I already met with Capt Jerwa.  She's got a handle on this.  WA Wing's PAO & Recruiting team have their stuff together and a plan to make things happen.

We'll be featuring this going forward to facilitate other wings and units to give it a shot.

Indeed they do! Capt Jerwa is a serious "force multiplier". I expect to see Eagles on her in the not so distant future.

She pending promotion to Major, has LV4 done, and was selected as next Wing CC?

[OldGuy]

BTW, I already met with Capt Jerwa.  She's got a handle on this.  WA Wing's PAO & Recruiting team have their stuff together and a plan to make things happen.

We'll be featuring this going forward to facilitate other wings and units to give it a shot.

Indeed they do! Capt Jerwa is a serious "force multiplier". I expect to see Eagles on her in the not so distant future.

She pending promotion to Major, has LV4 done, and was selected as next Wing CC?

Unknown and not within my nine dots. I just recognize the immense talent and motivation. She is a true servant leader. Best in class. After the eagles, then the stars!

[fixed quotes]

[Live2Learn]

Update: Facebook "Jobs" Feature a SUCCESS!


See https://www.facebook.com/pg/SpokaneCAP/jobs/1955649024720256/

and https://www.facebook.com/pg/SpokaneCAP/jobs/1491477284268062/

and https://www.facebook.com/pg/SpokaneCAP/jobs/263820430802708/

H/T to WAWG PAO Jessica Jerwa!

Why do we accept and voluntarily gift the intrusive and very comprehensive upload of "personal an private" information to social media (Facebook a primary recipient) while decrying less comprehensive "spying" by NSA and other agencies?  Are Facebook and Zuckerberg... or other social media mogels somehow more 'trustworthy' than NSA or??

[NIN]

 If you prefer not to use Facebook,  don't. 

Don't like the privacy policy,  click "refuse" and don't sign up.

It's that easy.  Civil Air Patrol isn't requiring you to use it.

[Eclipse]

It's that easy.  Civil Air Patrol isn't requiring you to use it.

That's not entirely true - more and more lazy PAOs are using only FB for announcements
and after-activity photos and information, forgetting that not everyone uses it, and our youngest
members aren't allowed to.

[OldGuy]

That's not entirely true - ....

In fact, it is. Entirely true. No where does Civil Air Patrol force anyone to use social media.

[Eclipse]

That's not entirely true - ....

In fact, it is. Entirely true. No where does Civil Air Patrol force anyone to use social media.

If the only source of information for a given subject is social commercial media, that is a defacto requirement.

Any unit or activity which >only< has a Facebook site, with no website, is requiring it's members to us commercial media,
and there's lots of those.

[Holding Pattern]

That's not entirely true - ....

In fact, it is. Entirely true. No where does Civil Air Patrol force anyone to use social media.

If the only source of information for a given subject is social commercial media, that is a defacto requirement.

Any unit or activity which >only< has a Facebook site, with no website, is requiring it's members to us commercial media,
and there's lots of those.

Nope. Everyone in CAP has this great tool to get squadron information known as the "chain of command." They are reachable by phone.

[OldGuy]

That's not entirely true - ....

In fact, it is. Entirely true. No where does Civil Air Patrol force anyone to use social media.

If the only source of information for a given subject is social commercial media, that is a defacto requirement.

Any unit or activity which >only< has a Facebook site, with no website, is requiring it's members to us commercial media,
and there's lots of those.

Again not true. There are phones, emails, even old fashioned post cards. No where does Civil Air Patrol require the use of social media. Period.

[Eclipse]

Reality is a dish best served warm, but you have to actually consume it.

[etodd]

Give it maybe 10 more years and there will not be many old naysayers left.  Time for all the young whippersnappers to take hold and run with the ball ....

  Looks like its about time in the thread to repeat comment. LOL

[Eclipse]

Give it maybe 10 more years and there will not be many old naysayers left.  Time for all the young whippersnappers to take hold and run with the ball ....

  Looks like its about time in the thread to repeat comment. LOL

And this is how that generally works out on Twitbook:
https://www.youtube.com/watch?v=5FuR-7NaGTE

[etodd]

And this is how that generally works out on Twitbook:

You made a funny!   

But just confirmed your negative view of the up and coming future leaders of CAP. 

[arajca]

To all those dumping on this idea - IT'S A FLIPPIN' TOOL!!!!! Use it if you want or don't, but don't ride someone for using a different tool than what you use.

[PHall]

To all those dumping on this idea - IT'S A FLIPPIN' TOOL!!!!! Use it if you want or don't, but don't ride someone for using a different tool than what you use.

Chill out dude, it's just a discussion board.

[kcebnaes]

To anyone who has done this:

Have you had any legitimate success yet? I'm considering doing this for Group staff "jobs" that may be open.

[OldGuy]

To anyone who has done this:

Have you had any legitimate success yet? I'm considering doing this for Group staff "jobs" that may be open.

We have added a number of cadets and at least one SM since starting this, two more applications today.

[OldGuy]

To anyone who has done this:

Have you had any legitimate success yet? I'm considering doing this for Group staff "jobs" that may be open.

We have added a number of cadets and at least one SM since starting this, two more applications today.

This is just one of many(open house, air shows, Young Eagles, Facebook, etc)  initiatives, but we are up in total census 40% in the last 90 days.

[RiverAux]

We've had adds on VolunteerMatch for years now and it seems to bring in information on a potential recruit about every other month.  About once a year the person is actually looking for a paying job -- not sure why you would do that on a place called VOLUNTEERMatch.

[Flying Pig]

We've had adds on VolunteerMatch for years now and it seems to bring in information on a potential recruit about every other month.  About once a year the person is actually looking for a paying job -- not sure why you would do that on a place called VOLUNTEERMatch.

You would think?
At work I am bringing on a ridiculously experienced retired A&P IA who's interested in volunteering as needed. I submitted his VOLUNTEER app to "Volunteer Services" and about a week later got an email back from HR denying his app with the note "we do not employ, nor do we have any part time mechanic positions".   I responded and said "I know.... that's why I used the volunteer app and submitted it to volunteer services and refer to the gentleman in the email as "potential volunteer".   

Later I got back, Oh.... I missed that.  Sorry. 

[Live2Learn]

I've recently talked with the sqdrn commander:  Since the Facebook recruiting began the squadron page has averaged over 5 per hits per week, and cadet numbers have nearly doubled.  SR member numbers have also increased.  The squadron is expanding staff resources to support this rapid growth.  If there is a down side... here it is:  The squadron will soon expand beyond the available space...     

[RiverAux]

Update: Facebook "Jobs" Feature a SUCCESS!

You gave us links to three jobs posted on your squadron's Facebook page.  What makes this a success?

In two weeks, three senior member volunteers with skills, and a cadet officer volunteer new in the community.

I see that the squadron only has about 550 "likes" for the Facebook page.  Are these job announcements getting much "reach"?   Most FB page posts are only getting seen by 5-10% of the people that "like" the page so something must be going on to get this many potential volunteers out of a few posts. 

I'm giving it a shot on my CG Aux flotilla FB page which has about the same number of "likes" as yours.

[OldGuy]

Update: Facebook "Jobs" Feature a SUCCESS!

You gave us links to three jobs posted on your squadron's Facebook page.  What makes this a success?

In two weeks, three senior member volunteers with skills, and a cadet officer volunteer new in the community.

I see that the squadron only has about 550 "likes" for the Facebook page.  Are these job announcements getting much "reach"?   Most FB page posts are only getting seen by 5-10% of the people that "like" the page so something must be going on to get this many potential volunteers out of a few posts. 

I'm giving it a shot on my CG Aux flotilla FB page which has about the same number of "likes" as yours.

Current "reach" is over 1,300.

•   On January 1, 2017, the official squadron Facebook page 430 likes and 415 followers. As of 7 August 2017 the Facebook Page has 527 likes (an increase of 22%) and 510 followers (again, a 22% increase). (Updated as of 7 August 2017.)

Likes AO today are 559.

We really have only started our efforts in the arena of social media 90 days ago, and still have a massive amount to do. In my opinion, we are at less than 10% of the effort we are easily capable of. The successes already have been real and significant.

[OldGuy]

... and cadet numbers have nearly doubled.  SR member numbers have also increased....

Q.E.D. as my latinate friends would say.

[RiverAux]

That is a significantly better response than I would have expected from a Reach that low.  That being said, I recognize that is actually a good Reach given the size of your audience. 

Did you do anything special to spread the word on these job announcements?  For example, asking all the squadron members already on Facebook to share the post on their own pages? 

[etodd]

Most FB page posts are only getting seen by 5-10% of the people that "like" the page so .....

In a sense, all you need is one person per family, group or organization to see it. "Hey Mike, look at this. Your cousin Fred might be interested."

And THAT ... is the power of social marketing and networking. Its NOT the direct hits, its the second and third tier layers, and beyond.

[OldGuy]

Did you do anything special to spread the word on these job announcements?  For example, asking all the squadron members already on Facebook to share the post on their own pages?

Not yet. We will.

[RiverAux]

I suppose the questions are
1.  Whether using the jobs wanted feature brings in more people than if you just put up a general post recruiting volunteers. 
2.  Whether these sort of results are sustainable.  I would suspect that over a fairly short period of time you are going to recruit any lurkers in your page audience.  If this is the dynamic, then using the jobs feature may work best with pipeline recruiting and onboarding strategies discussed elsewhere on CAPTALK.  That would give you some time to have new lurkers like the page and then be available for recruiting at the best time. 

FYI, with having the jobs post up on our CG Aux flotilla page we already have one potential recruit signed up.  And, besides putting the job in the volunteer category, I listed the job as "Volunteer Boatcrew Member" to make sure people knew no money was involved.  I have asked flotilla members to share it, but so far the job post reach is only 75.  That being the case, I'm pretty happy with the strategy. 

[RiverAux]

We've now had three four potential recruits in about one day.  Still with less than 200 post reach.  The odd thing is that they all appear to be relatively young women (30s or so).  I suspected fake profiles, but they after checking them out (in a good way ) they seem legit -- one is former Navy and other is a friend of a firefighter I know. 

So, if nothing else, this tool is bringing people closer to the door, if not all the way in yet.  I'm a fan just based on this.  When you only get 10-20 leads a year any that you can add are well worth it.

[RiverAux]

Just as an update, so far we've had four potential recruits come to Aux flotilla meetings based on these ads which is as good if not better than any other major recruiting event that I've been involved in with CAP or the Aux.  I think even the biggest airshow event we did with CAP only brought in a few potential people and took massive amounts of effort (same goes for Aux boatshow booths). 

By the way, after I started "screening" folks a bit by making sure they understood that this was a volunteer gig before passing them on to our HR folks, three of those four people came to our January meeting.

Interestingly, the last three folks were all volunteer firefighters as well, which shows a genuine proclivity for volunteering. 

I would absolutely recommend that this be integrated into your recruiting program.