6 ways to boost your social media recruitment campaign
Most of 2011 saw us talk about the benefits of using social media for a recruitment campaign. We discussed how it is a great way to tap into a new pool of talent, engage with potential recruits and foster transparency among communities.
With an increasing number of job seekers now using social media as an additional – if not sole – channel to find a job, ensuring you have a presence is important – especially if you need to recruit as soon as possible in January.
And, with more people and brands taking new channels such as Google+ more seriously, if you’re looking to get ahead of the competition this January, it’s worth knowing the basics of social media recruitment from the start.
Here is webrecruit’s top 6 recommendations for using social media recruitment
1. Social networking profile = the new CV?
Professional networking sites, such as LinkedIn, have made viewing a potential candidate’s skills easy. With just a few clicks, you can view previous experience, contacts and even potential references.
But don’t take every social networking profile at face value. For example, a Facebook profile is of course going to include some more casual photos – it operates within a much more personal domain.
2. Treat it as a real-time channel
It’s easy for jobseekers to tweet a question or write a comment on an employer’s Facebook wall. Social media has made recruitment real-time.
Acting on queries raised quickly will help engage with candidates sooner, and reduce the risk of them looking at your competitors.
3. Use LinkedIn’s company functionality
Setting your company on LinkedIn is simple. After you’ve included your company bio, written about your services and asked for recommendations, you’ll start to see a number of people ‘follow’ the company’s activities. This is a great way to identify candidates interested in your brand itself, and not necessarily just the job in question.
4. Tweet regularly
There’s no point in setting up a Twitter account only to ignore it for several months. People follow active Twitter users; they want information.
If you are unable to tweet regularly – schedule content to push out to remain at the forefront of your followers’ minds by using a platform such as Hootsuite. Also, please tweet like a human. Corporate talk isn’t going to enthuse potential recruits (or customers!)
5. Understand the etiquette of social media
It’s important to familiarise yourself with what to do and what not to do when using social media. If someone retweets your message, thank them. If someone posts a question on your Facebook wall – answer it.
You’ll appear much more responsive, transparent and interested in your community – which can do wonders if you’re potentially looking to headhunt someone.
6. Measure your ROI
If you have tweeted a job or posted a link to it in a LinkedIn group and you haven’t had the response you’re looking for, look at why you are using that particular channel. Perhaps the type of candidate you are seeking doesn’t use it.
To combat this, set clear, realistic objectives, monitor the response and evaluate the resources you have invested in. You may find you have to take an integrated approach.
For example, perhaps use Twitter to share your latest posting, but also write a follow-up blog that is keyword-rich to source candidates using particular keywords.
These are just a few recommendations for making social media recruitment work for your company. If you have any suggestions, please include them below.