The latest news and advice from our recruitment experts.
You only need to do a quick search on the web to instantly see the domination of social media. It’s everywhere! For recruitment, the social domain is often where your potential candidates will do their own fishing even before you bait the hook. Often, the likes of Facebook, Twitter, and LinkedIn can appear to be a pretentious façade of one’s life; however, when viewed in a professional light, these platforms can prove to be powerful tools if used appropriately.
As social media evolves, it plays an increasingly crucial role in the way businesses approach their talent pool in the hiring process. So, our question to you is, “has your business fully embraced the social platforms of today’s technology?” Have you planned and executed your talent-search strategy using social media?
If it’s crossed your mind, and your team is yet to action this powerful phenomenon, we have a few tips to set you off on the right path.
Do your research. LinkedIn, for example, allows you to do the groundwork on potential candidates. More than 94% of recruiters use LinkedIn to vet candidates. The way a potential candidate utilises LinkedIn can give you a valuable first insight into their suitability for the position you have in mind. Their ability to network, their involvement with groups and interactions with others, the detail and effort they put into developing a sound and structured profile, are all positive indicators. Use them strategically and effectively.
It’s also important to keep your own company’s social profile relevant and up-to-date to ensure you and the recruiting team are playing an “A” game in the social realm. Tweet about new job openings; post them on Facebook, share them on Google+ and your company page on LinkedIn. If you have a big budget, try the Recruiter feature on LinkedIn, which offers access to anyone in LinkedIn's network of 400+ million professionals and you can contact these potential candidates directly via InMail. Remember to include the link to your job on your own careers page so that any applicants feed into your applicant tracking system (ATS). This is a great area to outsource to a professional team devoted to your project. If social media marketing is not done well, it can do more harm than good.
What better way to spread the word of your search than to engage with your current employees on their personal social platforms? Link it to an online referral program within your ATS. Having employees help share information about job openings in their LinkedIn and Facebook status updates expands your reach to people who aren’t directly connected to your company. This also aids with finding potential candidates similar to your existing staff. Birds of a feather, as they say...
As much as you are hunting on Social Media, so are your candidates. Savvy job seekers will evaluate and do their homework on you and your company before applying to — or accepting — a job. Ensure which ever social media platforms you are using are up to date, relevant and match your employment brand. Make sure your website is a strong tool for attracting talent and promote this through your social media channels.
Meeting candidates face-to-face is always crucial. It’s foolish to make a decision based solely on someone’s social persona.
Whether job seeking or hiring, undertaking a social media recruiting project without a strategy is like sitting for your license exam without learning the road rules; it will not be successful.
Here’s a guide for success:
According to researchers at North Carolina State University, relying too heavily on social media screening could eliminate good candidates from the talent pool. This is a good thing to bear in mind when making your final decision.
It takes commitment, and lots of time to create and sustain a reputable and productive social media presence. Use a team approach combining existing personnel and social platforms for recruiting.
Following these fundamental principles will help you stay on a clear path when attracting candidates through social media channels. Keep these guidelines handy when scanning candidates via social media. If a prospective employee doesn’t fit, you can quickly determine what aspects of their persona or experience aren’t a match, and move on.
Conversely, having a “checklist” of sorts, will allow you to narrow down a list of candidates who closely match your requirements. Your common sense and gut feelings may prevail, but will be backed up with a clear vision of how this person can contribute to and fit into your team.
For more information on how QJumpers can provide a social media recruitment strategy to assist with selecting the right candidates for roles in your company, contact us on 0800 758 673, email@example.com or via the website.
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