More and more of us are using social media within our daily lives. So it’s no surprise that jobseekers are turning to social media to find job openings, company knowledge, and to share their experiences. On the other hand, companies have been slow to harness social media for recruitment purposes. Jobvite’s 2014 recruiter survey found that most admit that they rely on active job seekers, but those who extend their searches to passive seekers find that the quality and quantity of applicants has increased.
In this blog post we outline ten top tips to get your social media recruitment on the path to success.
1) Plan your social media approach
How do you want to find your candidates? It’s no longer enough to sit tight and wait for applicants to contact you. Focus your attention on the sorts of people you want to find. What topics might they discuss in messages and how might they describe themselves? Do they live in a certain region? What are the groups they are likely to have membership to? Are there local events they will attend?
The answers to these questions will vary for each department. Talk to the department managers to understand each team’s culture.
Build your SoDash streams to search for these key words, hashtags, and locations, instantly cutting out the noise and targeting the profiles you care about. Run traffic reports on your incoming recruitment messages and consult the phrase clouds to see how candidates describe themselves and the words they regularly use.
2) Consider the channels your targets are using
Many of us maintain a professional presence on LinkedIn, and although it still reigns supreme in recruitment, do not rely on it as your sole recruiting channel. Facebook is used by a wide demographic and gives you access to a large audience; whilst Twitter is highly popular with younger people and is frequently used to discuss events and opinions. If you are recruiting for a creative role, consider tapping into Instagram’s userbase to find artistic, enthusiastic fashionistas and designers.
3) Don’t just use your social media profiles as job boards
The beauty of social media is that it serves as a fast-paced arena for engagement. It is not a static environment and users are drawn by a wide variety of content. Use your profiles to share company events, team profiles, competitions, and applicant tips. Share useful articles and comments from other profiles to build your presence.
Your SoDash Inbound Friends stream shows posts from profiles you follow. Regularly retweet and comment on relevant material. You can also set up ghost-writers to automatically retweet all or certain messages sent from your other company profiles or affiliates.
4) Tailor your content for the channels
Each social media channel is different and people interact on them in specific ways. Twitter is for fast, short interactions so think carefully about how you can capture users’ attention through images and links. Facebook gives more space for longer posts, and offers a variety of possibilities for organic and paid engagement. LinkedIn is a professional space where user profiles sell an individual’s talents.
5) Create a schedule plan for broadcast material
To ensure you are publishing regular updates and a mixture of material, draw up a schedule of the types of messages that will be broadcast so that the entire team knows what needs gathering and when it needs to be published. Followers will be interested in tips, images, and links in addition to team member profiles, job openings and events.
You can schedule broadcasts months in advance on your SoDash workspace and see a calendar of all of your broadcast content in the Outbound Broadcasts stream. If you have your Christmas campaign messages ready, get them scheduled now.
6) Create a space for questions
Social media is a two-way street and you need to be prepared for users contacting you. You aren’t just selling your company, you’re building trust and a relationship with individuals and the community. If you can pick up messages about you, as well as to you, you have the best opportunities to create a positive relationship.
Checking your Inbound Workflow stream ensures you can respond to messages in a timely fashion and gives context for the conversations you have. Set up an external stream for indirect mentions and tag the stream so that the mentions are set to your Inbound Workflow.
7) Use your existing employees
Referral remains a key method of recruitment and social media is no different. Have team members share your content and ensure they are aware of key campaigns. Social media spans the professional and personal experience and conversations often overlap. Team members can attach their personal social media profiles to their SoDash accounts, where their data is kept personal, but they are able to use SoDash to automatically share relevant material and pass on referrals to the correct recruitment manager.
8) Showcase your company culture and growth opportunities
The 2014 Jobvite survey found that employees most frequently leave their existing jobs for higher compensation, long-term growth potential, and geographical convenience (Jobvite p4). Consider matter that you can broadcast that demonstrates your company’s approach to employee development, flexible working, and individual recognition. Highlight the training courses that your company runs and use images and videos to illustrate your company culture.
9) Pass tickets to the right managers
Your team will be made up of recruitment experts, each with their own speciality. Assign tickets to the right manager to ensure that your candidates get the best information and quickest response possible. Use the assign-to tags to pass messages around your SoDash workspace to collaborate and distribute your workload. If you need to double-check information with someone before responding, send the ticket to them with a note explaining what you need. No more yelling across the office, no danger of a message being lost, and a centralised database for your team to consult.
10) Track, track, track
Which departments are your candidates most interested in on social media and which are you gathering passive candidates for? Which channels are most lively and what material works best for you? Is it the competitions you run on Facebook or are your employees referring people via Twitter? When are candidates most likely to contact you (recruitment isn’t a 9-5 exercise these days)? Is there a problem with your website application process?
Scheduling regular traffic and user reports on SoDash will help you answer all of these questions and more. Your tag-sets are completely customisable so that your data works for you, and with unlimited reporting available 24/7 you are ready to present figures to a board meeting at a moment’s notice.
Whether your social media recruitment is matured or you’re just starting out with a new Twitter profile, there are key ways to grow your follower base, engage with the right people, and create the relationships your company and employees deserve. Following our tips will help you bring in new people who will want to stick around and be proud of your firm.
Jobvite – Jobvite Social Recruiting Survey 2014