Social recruiting strategies are more efficient than traditional recruiting because they require less time and money to find prospective employees. While many of these methods are still in use, they have significant disadvantages over a well-formed social recruiting strategy, particularly in cost. Below are some strategies to get you started. Social recruitment can be passive or active. Formulating a concrete plan before posting job openings on social media is vital.
- Determine your goals: Building a solid foundation is the first step to success. You'll be wasting your time and energy if you divide your attention among dozens of sites with clear goals. Instead, create a detailed plan focusing on the best platforms for your ideal candidates, and funnel prospects through one communication channel.
- Tap into the right platforms: Recruiters should research your ideal candidate profile and consider where they likely spend their time on social media before launching your social media recruiting strategy. LinkedIn or Twitter might seem like prominent places to start. To find the most qualified and talented candidates, recruiters must be agile where they plant their flags.
- Update your approach and make applying easy: Social recruiting is emerging as a powerful solution for companies in the age of remote work and distributed teams, not just because it can provide them with access to a broader pool of candidates but also because it can simplify the recruiting process. Companies must monitor and update their strategies regularly to thrive.
- Ensure your online presence reflects your brand: You will continue to see future candidates' list of requirements climb as a result of creating a work environment that is both desirable and reflects your employer brand. Company culture attracts the top 20%, which means a strong reputation and a positive online presence carry significant weight, especially with passive job seekers. In fact, 75% of active job seekers will apply if the employer actively takes care of their employer branding.
- Consistently engage your social audience: If you want to succeed at social recruiting, it's important to remember what this approach is really all about. This means your conversations should be two-way, and you should always be prepared to ask and answer questions. You should also focus on something other than posting jobs. To engage people, share helpful resources, and infuse your messaging with the company's unique tone and values, you should strive to spark conversations to engage different groups of people.
- Use social networks' advanced features: Each network has its own target demographic. Once you understand who listens, you can tailor your message to reach the right people at the right time. All of the major social networks offer native features for supporting your hiring efforts, so you can use them to target and engage prospective candidates personally.
- Conclusion: Companies that want to build a great team must have a well-designed recruitment and retention strategy. If you're constantly backfilling roles or dealing with productivity and morale issues that result from frequent turnover, it takes time to implement new frameworks for promotion and growth.