4 Reasons to Start Social Recruiting Today
You might have stumbled across this post because you are thinking about implementing a social recruiting strategy. Or maybe you’ve found that job boards and other recruiting techniques of the early 2000s aren’t quite as effective as they used to be and are looking for new avenues for recruitment. Whatever the reason may be, everyone’s talking about social recruiting.
Social recruiting can significantly change the way you hire candidates. It allows you to quickly and easily engage with potential candidates, both passive and active, on a more personal level. Early adopters are already having success recruiting on social networks. Here’s an example from Hard Rock Cafe and another from recruiting technology resource Software Advice featuring Time Warner.
Are you thinking of going social? Here are 4 advantages to consider:
1. Connect with the right candidates.
The rise of social and mobile technologies has made the world a much smaller place. With over 1.3 billion people on Facebook, 850 million on Twitter and 250 million on LinkedIn, you can now connect with virtually anyone, anywhere around the globe. But finding the right candidates for your open positions can be more difficult than ever.
With social recruiting, you can go beyond job boards and “spray and pray” techniques to find and personally engage with candidates. As you build real connections and relationships, you’ll be able to assess applicants’ skills, learn more about their personalities and understand how they’ll fit within your corporate culture.
2. Amplify your employer brand.
With more competition for top applicants, candidates are increasingly selective about their choice of employers. As they consider opportunities, they want to know about an organization’s work environment, work-life balance, benefits, corporate culture and more. In other words, they want to know what it’s really like to work for your company before they apply.
The key to building a strong employer brand is to show your company as a place where people want to work and where they can succeed. Social recruiting gives you the opportunity to engage in a two-way conversation with your candidates. Learn more about how you can engage candidates by downloading our guide.
3. Build an HR-Marketing partnership.
The line between your company’s employer brand and its corporate brand is blurring. As you become better at articulating your employer value proposition, its benefits will go way beyond talent acquisition to include increased sales, greater brand loyalty and better customer satisfaction. An integrated brand strategy will help you engage with people who truly believe in what your company is trying to achieve and want to make your company great.
When Marketing and HR collaborate on social recruiting, everyone wins. Start a dialogue with your marketing team by asking how they bring your corporate brand to life. Share social best practices and coordinate your outreach efforts.
4. Turn everyone into a recruiter.
Referrals have always been the best source for high quality candidates. But until now, it’s been difficult for employers to grow their referral programs at scale. This changed with the advent of social media, which has become a vital way for companies to tap into the extended networks of their employees.
Use social recruiting to share information about your corporate culture and employer brand. Get your employees talking by asking them to repost your job content, requesting feedback and rewarding them for their support.
Want more? Download our guide “9 Reasons to Start Social Recruiting Today” or stay tuned for our next post.
Will you be adding social to your strategy this year? Let us know in the comments!
This post was written by Anne Fleshman