There’s no denying that social recruiting is a major competitive advantage in business today. According to a recent Jobvite study, 21 percent of candidates report finding their favorite job through a social network. With almost one quarter of the candidate pool finding work in social media, anyone not using social media recruiting has a big gap in their arsenal of recruiting solutions.
The Bureau of Labor Statistics projects a 2020 workforce made up of 50 percent Gen Y workers, and that means that half the workforce will be looking for their next job using social media. But Millennials aren’t the only job seeker demographic looking for work with social media. Social Times quotes a GlobalWebIndex report that found 70 percent of Baby Boomers who are online have a Facebook account.
If you want to reach the candidates who look for their next career move using social media, and make it easy for them to reach you, then your recruitment strategy needs to include social recruiting.
Here are a few of the top social recruiting tactics to up your social recruiting game to find passive candidates and top talent today.
You Need a Strategy
You might think of social media as Facebook posts and tweets from a Twitter account, but social recruiting is more than a few posts and tweets per week. Even if that’s all you plan to do, you’ll still need a social recruiting strategy to get it done efficiently and effectively. Consider who your target audience is and how you’ll reach out in social media, put it down on paper, and set a timeline to do it.
You need to figure out who you’re trying to reach with social recruiting, including the specific skills, knowledge, abilities, experience, and background needed for your open positions. You’ll need to know what sites your ideal candidates are on when they’re online, and you’ll need to know how to use hashtags to extend your recruiting message. #JobOpening, #Opportunity, #GreatCareerMove let job seekers know your company is hiring, and when you hashtag the skill you’re looking for, such as #SEO, #sales, or #finance, you’ll reach job seekers and extend your posts.
Get Social for Sourcing
With 59 percent of recruiters rating candidates sourced from social networks as “highest quality” according to Jobvite, social sourcing is another major success factor in social recruiting. The LinkedIn Recruiter tool for HR and recruiting professional is rapidly losing ground as the premier online sourcing tool because of the onslaught of online recruiting tools available such as TalentBin, Entelo, SwoopTalent, and Gild. Finding candidates by searching on their activity in social media and seeing their interests and their work online gives hiring managers a way to quickly get to know and connect with the candidates they need for their workforce before they take time for and spend money on interviews and relocation.
Get Discovered through Search
Finding candidates through social recruiting is not the only way to reach them. With tools like Facebook’s Graph Search, you can customize your page so candidates find your company. Choose the right category to match what your business does, make sure your business address is correct, fill out your entire profile for about, mission, description, and include important keywords to make your company come up in as many job seeker searches as possible. Be sure to use Facebook hashtags.
Viral Videos Don’t Hurt
Sprout Social quotes Simply Measured when talking about using video in social recruiting. Videos are shared 12 times more than text and link posts together. Impact like that is hard to ignore. Vine, Instagram videos, and Google Hangouts are just a few of the social video sites employers and recruiters can take advantage of to use video in hiring strategy.
There’s an almost endless variety of ways to use video in social recruiting:
- Let candidates submit video resumes or portfolios.
- Advertise your career opportunities with a video channel on YouTube or on your employment page.
- Create video job descriptions using your top performers instead of actors.
- Have recruiters and hiring managers film video bios so candidates get to know them and get motivated to learn more about the company and opportunities.
Don’t set any limits for social recruiting and you’ll see the hiring quality and success you need to build a workforce that will build your business.
Andrew Greenberg’s roots in recruiting date back to 1996. He has experience both on the agency-side and corporate-side of the staffing business, with a focus in the financial services space at companies like Bloomberg and UBS. He also has core experience with information technology staffing, and has worked for major software companies such as SAP Business Objects and IBM/Informix Software. To get in touch with Andrew, you can reach him by email or by phone at (800) 797-6160.