Companies are increasingly turning to social recruiting — using social media outlets to find applicants.
|Fine Tune Your Strategy|
|If your business wants to socially recruit, keep in mind that each platform attracts different types of people and that looking for applicants online doesn’t work for certain jobs.For example, mainstream blue-collar jobs in trucking, heavy industry or mining may require the traditional approach.On the other hand, high paid corporate positions, which are generally filled with the help of a head-hunter, may be able to benefit from a bit of social recruiting.
Social media sites vary in terms of who you can attract. If you run a small grocery store, potential candidates are likely logging onto more casual sites such as Facebook. If your company needs a director of human resources, LinkedIn may be the best route.
Twitter works well for broadcasting. Tweets can direct applicants to your business’s Web site or Facebook page. And tweets offer the potential for re-tweeting, which can lead to a viral recruitment campaign.
Cost and efficiency are among the reasons. Plus, Canada has one of the highest rates of social media usage in the world.
Here’s a cost comparison between old school and contemporary head-hunting.
Using traditional methods, the estimated cost of filling a $60,000-a-year position looks something like this:
With a social recruitment approach, the process might look like this:
Total: The cost of cheese, wine and whatever refreshments you might want.
As social recruiting becomes increasingly effective in luring candidates, your company needs to plan strategies to gain the upper hand. Here are four tips on how to snare the crème de la crème:
1. Think 80/20. That’s the Pareto Principle, and it means that 20 per cent of something is always responsible for 80 per cent of the results. For example, 20 per cent of customers account for 80 per cent of revenue.
Start with the large sites. LinkedIn, Facebook, YouTube and Twitter will generally provide the 80 per cent result, particularly if you cross publish. Try to avoid redundancy. A little repetition is fine, but tweeting the same message seven times in one day is overkill.
2. Get involved. Participate in conversations with substantive and thoughtful content. Look for individuals who are genuinely interested in your company’s business and industry. If you connect with a specific person, individualize your approach. And always be responsive. If someone asks you a question, find a way to respond, even if you have to take the conversation offline.
3. Be real. In order to see the “real” candidate you, too, must be authentic. Social recruiting is about relationships. Your company and its representatives should be forthright about the business, its culture and its jobs. In a hiring environment, people generally connect with people, not brands.
Connect with as many social networkers as possible – each is a potential referral to the right person for the job your company wants to fill. Watch how individuals connect online. If they are actively engaged, that trait may transfer to the job.
4. Don’t be all work and no play. Engage in the high-tech equivalent of chit-chat. Have fun and share interesting news and bits of information.
If your business has some colourful history, share the stories. If your company had a recent get-together, post some pictures. The fun and entertainment on social sites is limited only by imagination.
Dig in and build your online presence now, even if you don’t have any hiring plans. By making connections and creating a vibrant online community, your enterprise will be prepared to reach a broad audience for less money when it does decide to fill a few openings.