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Social Recruiting

The emergence of social media has brought about power shifts in the recruitment market. Use of these new channels for recruiting has broadly been dubbed social recruiting. Most aspects of recruiting are clearly defined. If you try to fill a role through job board advertising, everyone in the industry knows how you’ll be doing that and the challenges you will encounter to be successful. There are four key steps in building your social recruiting brand presence. Keep in mind that audience research is a key success factor. So think more broadly about your social media presence when deciding where to invest your time. Step 1 is being very clear within your team about the audience you want to reach with your social media presence and what your business objectives are for building your presence in social media. Step 2 is breaking the mold and addressing what will make your profiles valuable, entertaining, and insightful to your target audience. Step 3 involves understanding each of the social platforms where you have built a presence and then learning the unique steps that need to be taken to get your profiles seen by more of your target audience on that particular platform. Step 4 centers on engaging with your target audience on social media. This may mean reviewing the profiles of everyone who has interacted with your company on social media and following up accordingly. For most recruiting teams, it’s this engagement that is central to driving business value from your social media recruiting presence. It’s also the element that is most often abandoned when teams find themselves short on time. There are already accounts on social media who have massive followings of the exact types of people your business would like to reach. Your recruiting team wants to find the influencers in your industry who regularly share content. In the past, job boards made it easier to generate applicants, but sometimes the volume of inappropriate applicants or lack of passive candidate pool that the recruiting team wanted to reach became a disadvantage. Social referrals tap into the networks of your staff and you can potentially reach a lot of your target candidate audience in a way that’s more personal than advertising to that same audience. Not all will succeed, but in the vast array of new recruiting approaches, there is no doubt that what constitutes social recruiting will continue to evolve at a remarkable pace.