Recruiters need a social media strategy. A CareerBuilder report from last year showed 62 percent of candidates use social media to learn more about a company and verify what they've already heard. If candidates go on the search for social media information and find nothing – or worse, find negative press from employees or clients – recruiters could lose them before the recruitment process has really even begun.
Social media strategies are at the intersection of several areas of recruiting. They encompass employer branding, candidate relationship management, marketing, job posting and more, all in one. For this reason, recruiters have to be on top of their social media activities across all of the relevant platforms. Where it happens is going to vary depending on a recruiter's target candidate, the industry and the area, but the important thing about social recruiting is that it does happen.
Create Relationships on Social
While a social media strategy may seem like just one more thing for busy recruiters to deal with, it's really an opportunity to begin to build and manage relationships at scale.
"It's important to remember that a social media recruiting strategy will become a two-way conversation between the company and potential hires," Sharon Florentine, staff writer at CIO.com, told Recruiter. "Unlike traditional media or advertising, the goal is to create a conversation with potential candidates, not just push content to them."
Recruiters are already used to working with relationships day in and day out, and in that way they have an advantage in the social media space. The best way to leverage that advantage is by finding and using the right tools to direct recruiters' efforts where they will be most effective, and to organize them into a meaningful whole.
There are many tools available to help recruiters manage their department's online presence. Some of them may be what the company's broader marketing or social media teams use, as collaboration in this space is likely and many of the same tools have recruiting applications too. Others are more specific, and help recruiters broadcast new career opportunities to their social networks, for example, or let talent acquisition professionals pull up all the social media accounts associated with a particular candidate. Since social is not optional, the best recruiting software will have features like this built in.
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