We all know social recruiting could very well be the future of recruiting, but it’s still experiencing some growing pains. Many companies still struggle with how to effectively approach recruiting on social channels. Here are some do’s and don’ts for social recruiting.
Do understand social
To do social recruiting effectively, you first have to understand why people use social platforms. One of the main reasons social networking has grown so much over the past decade is that it gives people the ability to connect with one another more effectively. It’s about engagement. No one follows a brand to be bombarded with marketing messages. You follow a brand to become involved in a conversation with them. It’s really the same thing for social recruiting channels.
Don’t take more than you give
As Recruiting Blogs pointed out, when recruiters operate social channels specifically for recruiting purposes, they still have to think like marketers. They need to engage their audience. Recruiting Blogs uses Lego as an example. The brand uses its Lego_Careers handle to advertise new job openings at the company. However, that’s really all Lego does with this platform, which amounts to a wasted opportunity. A brand as fun as Lego has a lot of stuff it could be promoting about its culture and its people, but it’s really not doing that.
Do engage current employees
What better way to demonstrate that your company is an awesome place to work than to highlight the stories of current employees? Involving current staff is one of the smartest things recruiters can do when it comes to bringing in new talent. While job seekers may have a certain amount of distrust for a brand, they are more likely to trust the people working there. Fox Business suggests having current employees spread employment messages to their own networks, which can help widen their reach.
Don’t lose track of data
With the real-time environment of social media, it can be easy to lose track of potential candidates in the hubbub. Don’t let this happen. To prevent missing out on opportunities, invest in applicant tracking software that enables you to save candidate data from multiple channels. You don’t want to be in a situation where you’re engaging in a conversation with a candidate and you’ve forgotten previous conversations you’ve had.
Do remember mobile
Many candidates on social are also on mobile, so it’s important not to forget mobile recruiting while you’re attempting to attract candidates on social platforms. For instance, according to Twitter, 80 percent of its active users are on mobile. If you link to an application from a social channel, a good number of those who follow it will be on mobile devices. If you’re not prepared, prospective candidates may abandon an application halfway through. The recruiting landscape is changing quickly and the traditional application may not be as effective when candidates are coming in through mobile and social channels.
Don’t neglect your social recruiting channels
Followers can be fickle. If you don’t maintain your recruiting channels, candidates may lose interest or determine that you don’t have any openings. This could be true, but it doesn’t mean you won’t have something in the future. Be sure to keep content flowing even when you aren’t actively recruiting. You never know when you’re going to need someone, so you need to maintain a robust follower base. Fill in the blanks with content that promotes your culture.
Social recruiting is hard to get right, but one basic rule of thumb applies: It’s not that much different than social marketing. Don’t make it all about you. Do create engaging content for followers. Just make sure you don’t lose track of candidate data, make it easy for mobile applicants, and you’re good to go.
Jobscience | Beyond the Applicant Tracking System