There are a number of simple and effective ways to ensure that building your online candidate community is not an onerous task. Wondering where your fans, likes, connections and followers will come from can be a fairly daunting thought for many who do not current live in this space on a day to day basis.
But using what you have is the first trick of the trade!
What does this mean, I hear you say… well lets take a look at the communities you already have around you that are engaged and awaiting your great employer branding and job opportunity information.
I’m constantly amazed that organisations go to market with their social recruiting initiatives without engaging their current employee base.
Why is that?
Recent statistics show that the average person has 245 facebook friends. Now when you think about who your own connections are, then I’m guessing that many of them are previous coworkers from other organisations that do the same thing you do. Maybe they are people who you’ve become great friends with through networking events or just through other friends, ex-colleagues, etc. By spending the time to work with your internal community, you may not only find that they are more than happy to share your content but may provide ideas of how else you can tap into these sought after communities through their own vast networking knowledge.
Your employees are hopefully already engaged advocates for your brand and the work that you do, and believe it or not, 9 times out of 10 they are keen to get involved when the company goes social.
You have an entire database full of candidates that at one time or another, applied for a role within your company. That says to me that they very well may be interested again in finding out about, not only job opportunities but what your organisation is up to generally. Updating your current candidate database and letting them know that you are now on social platforms is a simple way to allow them to engage with you on a regular basis and keep in touch.
One the biggest issues that candidates and organisations have alike, is that the database, in the majority of organisations is not a communication tool. There is only information going in, there is no communication going out of it in the majority of cases. This means that if you don’t search your database on a regular basis or engage with your candidates, then you’ve potentially great some great talent just sitting there doing nothing. It’s not the more efficient use of information when we’re constantly talking about the shortage of great talent. A quick and simple way to update this information it through a newsletter or communication blast out.
By creating a communication to say ‘You’ve applied to us before and if you’re still interested then here are a number of channels that we’re now on’ or ‘if you’re still interested please update your details with us’ takes a lot of the workload off you contacting candidates individually. Depending on your business and the size of your database may determine what the response is like.
3) All new candidates that you speak with
Make sure that all touch points for new candidates highlight where they can also be part of your online communities. This will not only mean that they can search for jobs on your website but they can also follow along online to see and hear what the organisation is doing on a regular basis through your messages, stories and picture posts. Every time a recruiter speaks with a new candidate, ideally the conversation should always end with, “if you’re not connected with us online then you can find us on Facebook at xxxxx or Twitter at xxxxx or on LinkedIn… here. We post all new information about project and opportunities here so you can keep up with what we’re doing”.
This gives it a personal feel when candidates can access your organisation even when there isn’t a job available. Social platforms humanize what has become a bit of a faceless part of the practice …. the application and recruitment process.
It’s a great way to build community before you even speak to them about a vacant role. By engaging new candidates at the start it means that it keeps your business front of mind if they are interacting with you regularly and have access to conversations as and when they happening between you and other individuals. By showing what your organisation is really about, it also provides them an opt out if they feel that maybe the culture, environment or work isn’t for them; which isn’t a bad thing. You want the right people, with the right skills, who’s motivations and values fit that of your business. Bill Boorman writes a great blog post on attracting the right candidate and not just all and any candidates here.
By engaging these 3 communities that are already somewhat interested in your brand and potential roles is a great place to start. We seem to constantly chase more and more candidates, yet lack the ability to maintain with interest and integrity the data and communities we already have access to. It’s time to work smarter, not harder when it comes to ongoing relationships with top talent.
What’s your secret to sharing information with your communities?
This entry was posted in Attraction, Engagement, How to, Sourcing and tagged building communities, candidate attraction, candidate engagement, developing online communities, Social Recruiting, social recruiting how to, sourcing, talent management.