Let Social Recruiting work for your business 24/7

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Last week I wrote a post entitled; Social Recruitment; if you’re not using it already it’s time.  As with many things today, there is a plethora of information available when it comes to Social recruitment, and it can be hard to know where to start and what to focus on.

Social Recruiting

There are a number of key areas that I discuss with clients prior to them starting their social journey.

Here are the top 3:

1) Trust and Empower

I was recently at the ATC Social and Mobile conference in Sydney and Tanyth Lloyd Brown, National Talent Acquisition & Mobility Director for Deloitte was talking about their Social Media policy which in a nutshell is ‘Trust & Empower’.  Now I’m aware that Deloitte are in a league of their own when it comes to social, but this policy, for an organisation of their size is pretty impressive.

How can they do this?  Firstly permission to engage in social has come from the top, secondly there is an education piece in place to help employees understand the expectation of the organisation and thirdly, they believe they employ intelligent individuals who have the ability to use sound judgement with the first two things in place.

One of the reasons that many organisations can’t take this approach is because there is little to no education, communication or recognition that their people are already social.   Euan Semple, who was the head of Knowledge Management and Social at the BBC for almost 20 years,  at a talk in Melbourne last year said “your employees already have a social media policy, you may be lucky enough that they let you in on it”.  Now while this statement is funny, the truth is that businesses that don’t engage their own people when it comes to social, miss out on huge benefits.

Imagine if you took all of your employees who had a social media presence, who were active and passionate about your brand and you let them go…… let them go nuts about the great things that your organisation does, without sanitizing the message, without forcing review after review of content but just allowed them to say what they thought.  Imagine that they get it wrong 2 times out of 10.  Does that make them human? does it make your brand human?  does it look and feel authentic and attract people who know that perfection is unattainable?  Imagine the power of the message, the reach of the audience and potential.

By taking the time to educate, communicate and engage your employees, you may have 1/2 your work already done for you.  This is a huge part of the puzzle than many organisations just miss.

2) Engage with your candidates

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I have to be honest I’ve worked with ATS systems now for over 7 years and at no point in time has it allowed me to have a conversation with a candidate.  I’ve never received a message from a candidate saying,

“Hi, I’m really interested in your business, can I ask a question?”

What I have had, is candidates complaining about the candidate experience online, telling me that they were going to apply but there were so many hurdles that they didn’t bother (brilliant!!).

More recently at a social event I was speaking with a person who specialises  in engineering the Oil & Gas industry who said he would never apply to an organisation and neither would any of his team.  They have their connection and networks, they see jobs through social channels that they keep up with.  His exact quote me was, “why would anyone put themselves through something so impersonal when looking for a job that is going to basically change your life… as all jobs do!”

Now don’t worry, I’m not a radical recruiter (well, sometimes I am), who thinks that we can manage at this point in time without ATS systems.  I’m aware of the volume of applicants that organisations receive and that there needs to be a way to manage that.  What I am saying, is that social now allows us to engage with candidates and therefore the ATS just becomes the administrator of the process and no the first introduction that candidates have to our businesses, because frankly isn’t just not good enough any more.  Candidates want more, they expect more and if you don’t give them more, then there are plenty of organisations that will!

Imagine if you walked into a party and someone came up to you and said just fill in this 4 page form and then I’ll look at it and decide if I’ll speak to you…. uuuummmm seeya would be most people’s response, yet this basic social etiquette escapes us when it comes to recruitment.

The key is balance.

Communicate, engage, discuss and attract.

Now imagine you walk into the same party, there are people hanging out chatting, there are some movies playing that show you cool information about a specific product or business, you get to chat with different people who work there and find out why it’s such a great place to work.  After a couple of these interactions you’ve had a chance to learn more about these people and what they do, you’re now actually asking them how do I go about getting into this business.  Now you’re willing to fill out the 4 page form because you’re already there, you know what it’s all about and it looks right for you.

3) Let Social work for you 24/7

By engaging your employees and then opening the conversation with the candidates market {whether they be passive or active} and by taking the time to build your online employment brand through videos, blogs, Facebook pages and/or Twitter, Pinterest or Instagram, you allow potential candidates to search, find and engage with you on a regular basis.

Gone are the days of being reactive.  Companies who play that game finish last I find.  Yes they get candidates, but do they get the best candidates? do they get candidates that are outside their immediate referral scheme or candidate’s who aren’t looking on the job boards? Most of the time the answer is no.  Whilst LinkedIn is great for searching for candidates, there are few companies that engage in the conversation with either audience / customer / candidates / client very well.   Be proactive in your approach.  Show candidates what’s it’s like to work at your organisation, show them the CEO talking about WHY (thanks Mr Simon Sinek) your business does what it does, show them the desk and the team that they would be sitting with!   These are easy things that organisations can do to provide that fly on the wall experience for potential candidates.   By doing this you allow them to see if this is the right organisation for them, if it’s somewhere that they can see themselves working.

So those are my 3 key focus areas for businesses:

Engage your employees

Connect with your candidates

Share the information you want them to know and watch the conversation grow.

This is how you’ll see your brand work for you 24/7 !

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