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Social media has more than earned its recruitment stripes. It’s cut the mustard and proved time and time again to be a steadfast recruitment necessity. We’re all well versed in the wonders of social media, but there are a few more traditional recruiters that are still struggling to see the social light. In a way, it’s understandable, as social media is so vast and so impactful that it can be tough to get your head around what it can mean for recruitment. After all, that’s something we’re still realising every day.
So if you’re sitting there with a successful, tried and tested traditional recruitment strategy, what do you do next? Is it a case of losing your traditional ways and scrapping the strategy for a sparkling new social one? No, it most certainly isn’t. Social media should enhance and support your traditional strategy. It isn’t here to overpower or dehumanise your efforts, in fact it can do the opposite. With some savvy and simple integration, you can weave social media into your everyday activities and big picture recruitment aims.
How can I easily integrate social media into my recruitment efforts?
The best way is to look at this integration is as social media helping out your current strategy. There’s no massive swaps or changes needed here, and as soon as you see the difference that a few small social tweaks can bring you, you’ll be itching to add more.
Attraction & targeting audiences.
Recruitment is a visual thing now, that’s why social media needs to play a big part in what you do. Candidates are sold on culture just as much as a paycheck, so you can’t pull away from it. Over recent years, we’ve come to realise the value of finding the ‘right’ person. It’s a move that’s saved companies money, kept employees happy and given recruiters culture to sell. But this finding ‘right’ is tough. Social media has helped recruiters ID, zone in on and personalise their recruitment campaigns with ease. This massive extra reach has made it easier to find the different audiences that relate to one job, target it to them and create a candidate experience that rocks.
Super social solution: When it comes to attraction and audience finding, social media can help big time. More than just creating a social profile and managing it, you need to find an easy way to see what’s trending and how you can be part of a conversation. Tweetdeck is ideal for having a total viewpoint on your most utilised or relevant hashtags. At a glance, you can see what potential candidates are saying and reach out instantly. Add a few industry hashtags to your deck and you can source candidates directly and in seconds.
Posting & applying.
Recruitment is travelling beyond the job boards and into a whole new, much bigger world. Many job boards are excellently designed to be simple and easy to use, but you can’t just rely on them to get your job out there anymore. And the same goes for aged, complex application processes that don’t allow candidates to pull their info in from other online sources.
Super social solution: There’s a few social solutions to these two chaps here. Using LinkedIn to post jobs is invaluable, and tapping into the likes of Dice to collect contacts is very handy indeed. Also, creating a sound talent pool is the key to modern recruitment. Why scour the web for candidates when you could have the perfect one on file? There are loads of ways to digitalise and socialise your database of candidates, LogicMelon is one, so take that step and you’ll make your life and the lives of your candidates so much easier.
Planning & efficiency.
Recruiters are busy folks. It may take a little time to weave social media into your everyday tasks, but it will save you time in the long run.
Super social solution: Take HootSuite for example. This nifty fella allows you to schedule your social posts for the week(s) ahead in one go. Simple. It’s key to use this tool with a bigger engagement approach in mind though. Scheduling can make folk lazy, so remember that social media is about keeping the conversation flowing. Make sure you pencil in time to review your social feeds, respond to comments and reach out to others. Who knows, the perfect candidate could be right at your fingertips.
It’s important to be sold on the Why in order to influence the How. If you can see the value of social media, you will be open and happy to welcome it in. The truth is social media does take time and effort to work for you but it’s more than worth it. Recruitment is all about engagement, connecting with people. Social media doesn’t look to kill off those traditional ties or ways, it aims to prioritise the things that matter.
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