Sourcing Strategy first, Social Recruiting Strategy second!

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Social Recruiting….how do I do it?  where do I start?  how do I build a strategy?  How will I know what my Return on investment (ROI) is???

So many questions, so little time.

One of the many questions I get from clients is, how do I build my social recruiting strategy.

My immediate response is, “Well what is your overall sourcing strategy?”

No sourcing component should stand alone, including your social recruiting strategy.  It is creating the sourcing eco system that will provide you with the results that you need.

If you don’t know where your candidates are then that’s a problem.

If you don’t know what they want, then your shooting in the dark.

If you don’t have the technology to track source of hire then you won’t be able to measure ROI.

If you are unsure of job families you want to target and develop then you’ll be chasing your tail as you try and work through the noise of your social platforms.

thesocialrecruiter

Starting with a clear overview of what your objectives are is key.

What are you business objectives?  i.e. Grow and develop products….. Okay well then what and who do you need?   Maybe you need developers.  Do they need to be the same as the ones that you’ve got or do you need to up the capability so that they can take you to the next level in order to grow?  If that is the case then what skill do you need?  Based on these skills, where are those candidates?  Are they here?  are they overseas?

Let’s assume you need a specific technology and skill set.  You do your research and you find that there are multiple channels that you can find these candidates through.   You can potentially advertise through targeted and specialised job boards both locally and overseas, you can map the market and headhunt, you can used LinkedIn to find them, you also know that they have a Meetup.com group in your local city.   You do a hashtag search on Twitter and find that there is a Tchat at 11am on a Friday every week that they host.

Right there, you have at least 6 access points to your candidates.

Exploring these access points will allow you to start to build a strategy.   Depending on their behaviour, your research as to what they want and what is of interest to them, you can now start to create your plan of attraction and engagement.

As with all sourcing channels, the key to success is having a well planned and developed approach.  This will ensure that you don’t waste time on platforms that aren’t right for you or right for the candidates that you’re looking for. It will allow you to measure the success of those channels quickly and accurately and if you’re not getting what you need from them, then you can take the appropriate actions.

Building a sourcing strategy well for your business can reduce time to hire, reduce recruitment costs, position your business well and help you to reach, attract and secure the right people to take your business to the next level.

For more information on building a targeted sourcing strategy, contact suzanne.chadwick@hudson.com

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