The word on the street today that our talent has gone social sounds almost like they have gone rogue. It is therefore important that every business must have a social media recruiting strategy.
According to a research published by SHRM, over one-third of organizations have taken steps to leverage mobile recruiting to target smartphone users.
Also, more than 60% of recruiters surveyed by SHRM agreed that social recruiting was effective in decreasing time to fill most positions. It therefore goes without saying that the way talents now look for and explore new job opportunities will continue to change as technology evolves.
This evolution brings with it enormous responsibility for recruiters, as there is a shift from their traditional focus of finding candidates to selling their organizations, proactively creating a market that potential employees would want to buy from.
Missing employer branding opportunities in social recruiting may create doubt in the minds of candidates. An engaging and real employer branding messages connect to and sell the organization to the candidate at every step of the recruitment process.
They may not have actually worked in such organizations, but have connected strongly with the message of the organization as shared on the web. This is also how some top organizations capture and fill their talent pipeline with great candidates.
This part of the social recruiting strategy is very essential as there are costs to bad candidate experience ranging from lost in sales to reduced volumes of applications. Some candidates can also go as far as telling others not to work at a firm and post negative comments about their recruitment process.
The recruitment process must also be kept as short and as simple as possible, such that a candidate can complete the entire recruitment process on a single page, thereby reducing the bounce rate. The candidate should be able to apply with as few clicks on a page as possible.
Also, for social recruiting to be effective, it is important that the mobile web design is responsive. This is to ensure top-notch user experience and allow candidates access to information that is most relevant to them.
It is also important to diversify your media to attract a varied pool of candidates. Various categories of candidates in different age groups use various social media sites both for work and play.
A mix of these social media sites will also ensure that rich diverse pools of candidates are attracted. It is also important to consider the use of an
A mix of these social media sites will also ensure that rich diverse pools of candidates are attracted. It is also important to consider the use of an influence in a particular field to attract candidates. You will be amazed at how quickly your brand could explode on social media just by cultivating an influencer relationship.
You cannot also discount analytics in measuring the effectiveness of your social recruiting strategy. By keeping track of analytics from your various social media platforms. This will enables you understand where your best candidates come from and consolidate in those areas. This in turn, will increase speed of hire, new hire quality and corporate revenue.
A responsive social recruiting strategy will also have the ability to interact with candidates and provide feedback at every step of the process.
In conclusion, it is important to note that organizations who actually implement social recruiting best practices will always win the war for talent.This leaves their competitors playing catch-up as traditional recruiting strategies that have worked in the past may not produce tangible results in our always evolving world of technology and talent acquisition.