2 Steps to Develop Your Social Recruitment Strategy

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2 Steps to Develop Your Social Recruitment Strategy #socialrecruiting

You are already using social media to recruit new employees (if not yet follow these rules and start doing it right now) and must know the main benefits of social recruiting. Time to start developing your social recruiting strategy and mastering this discipline whatever the size of your company and its recruitment budget. Remember that 64% of US companies are already using 1 or 2 of the main social networks (LinkedIn, Facebook, Twitter) to connect with prospective employees.

Quick summary of the main benefits of social recruiting:

  • Connect with the largest pool of passive and active job-seekers
  • Lower the cost of sourcing
  • Lower the cost of hiring
  • Engage your own employees as brand ambassadors and social recruiters.
  • Target the right audience (on the network they use to  browse the wild internet)
  • Engage with qualified job-seekers as well as spread brand awareness at low cost

How to master the discipline in 2 steps:

Establish a recruitment strategy

Your social strategy should effectively state the goals you are seeking to achieve. Don’t, or should I say NEVER, go social in your recruitment if you don’t have an effective and accurate strategy you could damage your brand image as well as fail to find at least one qualified job-seeker.

Remember: On social media, you’re not hiring, you’re recruiting. There is a big difference between someone who is looking for a job and someone who already has one, but is willing to change for a better career path.

  • Define and display company culture

Identify your company environment, culture and value. You can define it yourself, at first, but never forget to ask your current, existing employees as they will spread the word. Don’t lie about your culture or your strategy might backfire. When applicants realize what you said is not the reality they will leave you as fast as you recruited him/her. Remember, even if it is a lower the cost, social recruitment has still a cost. It’s not a game, its a person’s lively hood. Once your culture is defined and realistic share your story on social networks.

  • Understand your employee interaction

This part is as important as your culture, tailor your recruiting strategy to target candidates that will match the existing team energy. Focus on the skills sets and personality traits your top performer employees and find similarities in your candidates to retain those traits as part as your company culture.

Execute your recruitment strategy

Now that those key steps are all set it’s time to make it work by interacting with job-seekers. Your communication has to be consistent, pertinent and timely.

  • Engage your employees

At the beginning of your social recruitment campaign, your employees will be the main gate to successThey should be able to spread the word on their own social networks and even start networking with job seekers before sending them to your pages or directly to your recruitment team.

  • Interaction and Content

The type of content you share depends on the candidates you are looking for. If you’re looking for technical skilled job seekers you, will not post the type of content that interests marketing applicants. 3/4 of your content should be about related fields and topics, and only 1/4 should be directly related to your company. This way your content strategy will not seem exclusively brand-oriented, and you will find applicants that share the same interests.

  • Rating and ranking your results

Data analysis is mandatory to check what content is most likely shared or read as well as check the channel and networks that are working well. You can include a blog strategy with content oriented in your industry. (New technology that is working well in the field or information targeting the candidates you are seeking to reach.)

  • Use a tool

Engage your employees by creating gaming and ranking based on the content they share or on the applicant they bring in. This is not easy work to do, but if your company can’t afford to have a recruiter dedicated to social recruitment there are a few high-tech tools can automatize that.

As well as the employment engagement, you may want to control who sees what and how many views you get by posting a job offer on Facebook or Twitter, and even make a comparison between both. Data analytics tools could help here too.

But software is time-consuming and not cost effective especially if you are running a small business willing to grow quickly.

Some social recruitment software are all in one tools and really simple to use as Fairwa.re one or jobvite. Check it out and let me know if you have tried one of these.

About the Author:

Laurianne Laval

This monthly Social Recruiting column is contributed by Laurianne Laval. Laurianne is Public Relations Manager at myjobcompany.com. She blogs to show brands how to use social media in their recruitment. She writes to share her thoughts on the social recruitment field and to help readers to set up social recruitment strategy. She loves old school video games, superheroes and Alaska.

Laurianne Laval

This monthly Social Recruiting column is contributed by Laurianne Laval. Laurianne is Public Relations Manager at myjobcompany.com. She blogs to show brands how to use social media in their recruitment. She writes to share her thoughts on the social recruitment field and to help readers to set up social recruitment strategy. She loves old school video games, superheroes and Alaska.

Laurianne Laval
Laurianne Laval
Laurianne Laval

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