The problem with Social Recruitment ~ 3 key tips to make life easier

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nothing great every came easyThe problem with Social Recruiting is that many people feel that it’s just too much hard work.  It all sounds so tiring and time consuming and they don’t know where to start.   I even still hear people say that it’s just a fad and like everything else, it’ll be done and dusted before you know it.

The question is, if you’re not using social for recruiting, or more so, building your employer brand, community and connections to attract more candidates, then what sourcing channels are you using?

Sourcing channels that the majority (meaning 95%) of organisations are using now include, Jobboards such as SEEK or CareerOne etc, referrals, internals and of course LinkedIn.  While recruiters are out there targeting people on LinkedIn and then spending their days trawling through hundreds of job board response CV’s, that a lot of the time are not right for the role, we’re not actually engaging anyone and those on LinkedIn that are highly skilled are getting tired of being spammed.

We’re not showing them what the offering is, what the business is about and drawing them in with how this could work for them.  The old.. What’s in it for me, still counts!

It’s not hard, but it does take time.  So if you want to start thinking about the future of your recruitment strategy then now is the time to start building your social platforms.

So here are 3 key tips to make your life easier if you are going to use social recruiting for your business.

1) Know where your candidates are and where they want you to be

Survey your candidates.  Talk to them and listen to them.  Every time you engage with a candidate ask them a few simple questions

  • What information would be of interest to you when looking at potential employers?
  • What information in general do you read online?
  • What social networks are you on?
  • What social networks would you follow a business on?
  • How often are you on these networks?

It doesn’t have to be a 30 minute survey, it can be part of your conversation over the phone.  If you’re looking to change the talent within your business, i.e.: you’re developing in areas that you haven’t really played in before, then now is the time to start to build those communities, so that when you need these people you already know what you need to do to attract them, where they are and you have an existing relationship with them.

2) Provide them with authentic and genuine insights through the use of video and story telling

Video is one of the most powerful platforms you can use to share information, culture and show the physical environment of your business.  It doesn’t have to be expensive, it just needs to be engaging and authentic.  Stay away from the scripted video, it comes across as something that is planned and ‘corporate speak’ and people switch off pretty quickly to that.

I record a lot of video footage for another blog that I write with my Samsung S3 and the quality is great. iPads and iPhones have the same quality and capability.  As many people may know, a while ago Deloitte ran the Deloitte Film Festival where their employees were asked to film mini movies about what they loved about the organisation.  Now whilst it looks a bit old now, at the time it provided them with engaging footage they could use to show what was fun and interesting about the business.  It increased retention, created a buzz both internally and externally and is still viewed today as a great recruitment tool – because it was authentic and fun.

3) Response & Time management

I’m part of a Community Manager’s group on Facebook and there was a discussion recently about managing the demands of the social environment and not being ‘ON’ all the time.  Whilst it’s key that you respond to your community on the channels you’ve created, it’s possible to set expectations from day one on how and when you respond.   I advise clients to use social management tools like Hootsuite so that all their social data comes into one dashboard; but the piece of advice is to have set times for checking them as well, so that other work can go on as normal.  As most people know, social can be a time drainer, but that can also be a choice.  If you make sure from day one that you check your social channels 3 times a day, in the morning, lunch time and at the end of the day then you can usually respond within a reasonable time frame to any comments, questions etc.  Contrary to many people’s expectations, you’re not going to have 100 people commenting on your platforms (usually).  The number of comments and questions are pretty manageable in the majority of cases.

By having a social calendar, this also allows you to schedule messages so that your posting content even when you’re not there.

Using platforms such as Instagram and Pinterest also allow you to share and curate visual content about your business quickly and easily and most times your followers respond better to visual content rather than reams of text .    Here are a list of great companies that are using Instagram as part of their sharing & engagement platform.


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