Attracting top talent hasn’t gotten any easier. The rise in unemployment has only hindered the hiring process, creating a wider gap in what is considered to be top talent. Employers now have the opportunity to recreate their recruitment process, conveying a stronger recruitment message to engage top talent. Leveraging social media to balance the employers branding message will help to engage talent in varying generations in a targeted and cost effective manner.
It’s important to understand that as a recruiting function we are in the information gathering business and what we do depends on qualified concise information.
Social recruiting in reality is not recruiting. Social recruiting is the act of connecting online with potential talent for the purpose of recruiting. Here are seven social media recruiting tactics that your recruiters can begin to follow in this effort. Be aware that it’s highly recommend that your recruitment organization undergo a complete audit of its process and response management plan to ensure continuity as you integrate these tactics:
- Leverage Twitter to build a following of talent that can help to bridge the gap within your organization. Do not use Twitter as an Ad campaign. Twitter should be used to gather information and make connections. In recruitment it is often referred to as the ultimate “friend recommendation.”
- Dedicate a resource to build, grow and maintain a Facebook fan page. Facebook fan pages have become a popular why to harvest large numbers of followers. Keep in mind that these followers are not necessarily following your open jobs. More often than not they will be following your brand. It’s your recruiter’s responsibility to enhance the recruitment brand to meet the demand of the followers and the brand.
- Build some buzz around recruitment blogging. Having dedicated bloggers to attract industry talent can prove to be one of the most influential social recruiting tools you can use. It’s authentic, full of “real” information and allows the potential prospect to comment and stress his/her interest.
- Use tools like JobsInPods or Blog Talk Radio to create a weekly or biweekly podcast address. This is a great opportunity for your hiring managers to join in on the recruitment process. Is there really a better way to portray your job criteria than having the hiring manger interviewed on what he/she truly wants there candidate to have? Builds instant credibility and prospect buy in.
- Sponsor webinars. I tend to refer to these as Jobinars but the goal here is to consistently build your talent lines with pre-qualified talent from the sourcing and recruitment stages of your talent identification process. As your candidate warehouse (talentpool) grows, you can start to host targeted online webinars to discuss projects and needs of internal groups with recruitment needs. You are now presenting to a pre-qualified captive audience that wants to hear what you are saying.
- Targeted candidate outreach campaigns should be used to segment and direct market your recruitment brand to potential talent. Do not worry about marketing specific job openings, rather focus the messaging and driving interested talent to a customer landing page to capture their interests.
- Recruiter chat times can be an extremely valuable tool for those candidates that are pressed for time. Potential talent may not always have the time to apply or the want to apply at first glance. Does this mean you should not capture their interest and contact? Of course not, but by giving them the option to chat online with a dedicated recruiter throughout the day, you may be able to engage them ultimately qualifying them into your talent pool. Simply dedicated a recruiter to incorporate two-hour blocks that they can answer chat requests. Share this responsibility among your team. The load will not be overly aggressive in the beginning. If it grows to be, than hire a resource because it’s obviously working.
Social recruiting efforts are not costly. They are however involved and it’s important to understand the risks, challenges and potential pitfalls. Of course don’t forget about the upside.
Ask me questions on Twitter: @RyanLeary and don’t forget to subscribe to my articles.