A recent Mashable blog post stated that Facebook is at 901 million members, Twitter has 500 million accounts, and LinkedIn has 161 million professional profiles. With so many people spending time on these social media networks, it is easy to understand why recruiting companies search these destinations as a resource for talent.
While social media isn’t the be-and-end-all, it should be an intrinsic component of an effective recruitment process. Just remember that there are occasions in which the talent you need may not participate or be active in social media.
Each platform is different and a strategy that works for Facebook may not be the best for LinkedIn. But you can leverage all the social media outlets by first having a good recruiting plan. Here are 10 general tips to ponder:
- Use appropriate keywords with hashtags in your tweets to reach your target audience. Just sending tweets with links does not guarantee you reach the right talent.
- Participate in “chats” that coincide with the talent pool you wish to reach. Once you engage your community, it is easier to get your message out to those who would be a good fit for your tweeted position.
- Have a company page on Facebook with a dedicated careers tab. Make sure your page is illustrative of your company’s culture. Seamlessly link your Facebook page jobs tab to your core recruiting platform so your open jobs appear in front of all visitors on your page.
- Since LinkedIn is the destination for professional networking, engage candidates as a community of qualified individuals with your company page. Also share interesting content and promote your openings. Provide your audience a consistent view of your open positions on your company’s careers site directly from the recruiting platform. Doing this can encourage a viral effect.
- Look for those who take part in LinkedIn group discussions relevant to your industry.
- Keep in mind the talent in the social media collective tend to have some similar habits, good and not so good: Is the talent you need just looking for the next great opportunity or looking for your opportunity?
- Hire or designate a social media recruiting gatekeeper. This person is an expert at researching and vetting talent via social media by connecting profiles with specific job criteria. She’ll look at the public side: Wedding or baby pictures could be good, beach parties could not.
- Look for honesty. Profiles, educational information and shared content should be consistent and without gaps. A recent photo (not an old one or a glamour shot) establishes trust.
- Consider how the individual presents herself. Truth is simple and usually direct, while dishonesty comes across as flowery or vague. Fudge may be great if you like chocolate but not welcome when someone is listing his skill-set. On the other hand, a person may indeed be desperate and be putting himself on the line.
- Does the person have good recommendations? Does he associate with the kind of people on social media that you think add value to him as a potential hire?
Every company wants the best and the brightest on its team
Because we care about our client companies, The Lee Group chooses to provide helpful information as a service to you. If you would like to know more about how we can assist you, contact one of our trained recruitment and staffing professionals today. We would be happy to answer your questions.