developing a successful social recruiting strategy
TRANSCRIPT
LinkedIn: 42% female/58% maleFacebook: 51% female/49% male
Twitter: 43% female/57% male
Of workers who said social networks led to their most recent job, Facebook was the leading source at 78%. (source: Job Seeker 2011)
Q: What is a social recruiting strategy?
A: A plan of action, utilizing various social media tools, designed to achieve a specific recruiting goal
1st – Clearly define your organization’s goal(s)
2nd – Determine what social recruiting means to your organization
Recruiting is: building relationships and finding the right people for your organization
Social networks: make recruiting easier and more focused
Benefits of social recruiting: 1. Connect to the largest pool of both passive and active job
seekers2. Encourage employees to refer job seekers who are in their
network3. Lower your organization’s cost for sourcing
Before developing a social recruiting strategy:
1. Understand the organization’s business objective: why are you using social media as part of your recruiting effort?
2. Set specific (realistic) goals a. What would you like to accomplish short-term (this quarter)? b. What would you like to accomplish mid-term (1 year)? c. What would you like to accomplish long-term (>1yr)?
Defining Your Company’s Culture
1. What is your company’s current brand promise/unique selling proposition to its customers?
2. What is your company’s current or desired employment brand promise?
HINT: If you’re having trouble defining your employment brand promise, you can use the answer to #1 to shape the answer to #2
Defining Your Company’s Culture
Social recruiting can be tailored to help you find candidateswith the right skills and who fit your organization’s culture. To do that, you must learn more about your employees and what they think is great about your organization.
1. Determine the one value/vision/mission every employee at your organization shares.
2. Based on your company’s culture, who would be your ideal job seeker?
What Value Do You Have to Offer Job Seekers?-Benefits-Perks -Career Advancement
Your social recruiting effort should reflect the promises you offer as well as provide an accurate representation of the company culture.
ContentAll content should relate to your employment value.
Content Ideas1. What is your sale’s pitch when sourcing candidates?2. Leverage content from the marketing department3. Suggested ratio for social recruiting content: 25% company culture 25% job postings 25% how to get hired 25% fun4. Create a content schedule5. Experiment with video
Utilizing Employees in Your Social Recruiting Strategy
1. Empowering employees as recruiters increases the number of contacts in your organization’s database
2. Engaging employees in the recruiting process increases the number of high quality prospects your or your recruiter has access to
3. Engaged employees serve as your organization’s brand ambassadors; they help to positively promote the company’s culture
See: Facebook.com/DialAmerica
Utilizing Employees in Your Social Recruiting Strategy
Questions you need to ask yourself:
1. Which social networks do you use to engage employees?2. Are your employees currently referring friends and network
contacts?3. Why do your employees do referrals? - referral bonuses - easy to broadcast job descriptions - love the company 4. Are you making it easy for employees to utilize their social network to refer friends and network contacts?
