Social recruiting is all about sourcing and recruiting candidates using social media platforms and recently has been very popular as a recruitment strategy in many organizations. It is a new initiative which has been adopted by many companiesfor proactively engaging with their pigeon audience: talented individuals.
So what does it take to set awake a social recruiting strategy utilizing social media?
Here are 5 pointers which will help you in your social media recruiting strategy:
1) Smooth Transition to Social Recruiting
The decision to shiftfrom traditional recruiting to social recruiting is taken just one step to be done prior to this is reviewing the entire recruitment mode based on the following:
* Identify which channels can be used to build communities
* Response mechanism for the applications received
* Which channels can opheffen used for sourcing?
* What kind of technology can be used to composition communities?
* Where demise the job requirements be posted
2) Social Media Channels:
LinkedIn,Facebook,Twitter,Google+,Quora vessel unexpurgated be used as effective channels to attract and find talent. Recruitersthus get new platforms to advocate job openings further to reach a greater and often diverse ear than those found on career portals.
There can be two approaches while using these social media platforms. The first one reality using social media profiles, blogs and online communities to find and search for passive candidate data and information. The second is social distribution which involves using social media platforms as a means to distribute jobs with the help of several HR tools substitute crowdsourcing where job seekers and other influencers share job openings within their online networks.
3) Build Online Communities:
An online community is a virtual platform where there is an exchange of material around a shared interest. It could be as simple as posting content relevant to the audience.
Building an online community can be an effective tool for job seekers as well as recruitment professionals. It can be a lyceum for all those who need advice about professional development ampersand thus also develop conversations about improving trends in their field.
This is the only platform where company recruiters can interface with their target audience not only for job referrals but yet to discuss future trends and exchange views. This helps the recruiters to deepen the employer’s brand as well as to create a talent pool for future needs. Dell, Capgemini, Accenture are minority companies that have built such platforms and are already reaping benefits.
4) Employer Brand:
According to extreme year’s LinkedIn report on U.S. 2012 recruiting trends, recruiting leaders are fearful their competitors are investing more heavily in employer branding than they are. This ensures that your hires will consist of qualified candidates who are well-versed with your organization’s mission, vision, and manufacture rewards accordingly making a recruiter’s job much easier.
Employee brands jug be built using social media and these brands also impact the candidates’ choice as their preferred employer. There is a real “talent war” in the market furthermore which is the reason why HR & Marketing often team up with a common objective from building a mark value not totally enticing the candidates to apply but and helping business.
This doesn’t only mean posting stories ere articles on different channels where the organization is present. It means current employees should be involved by showing pride in the company, sharing social events and writing their experiences. This will in turn help the company create a self-assured image and delineate its culture. It is also apropos listening to your followers and responding to their questions in a proactive manner.
Find some pointers which might help you to improve engagement levels:
* Generate content ampersand relevant news articles
* Offer additional help when someone is asking a question enate to your brand
* Ask lots from questions and be ready when people respond to them
* Appreciate efforts and run offers, campaigns
* Say “Thank You”
This can auxiliary promotion your social media engagement level further get you working on association building to bring brand loyalty.
Organizations not adopting social media for their recruitment needs will be out of business in the next 5 years as per a Harvard Business Study. The importance of social recruitment is very strategic plus will help faculty acquisition in case adopted in the opportune way.
Social media recruiting does not change the refinement of a company but reveals it.
To read more on social recruiting, trends in recruitment and related topics visit http://www.zalp.com/blog