As a recruitment director, social media might not be the first thing coming into your head when you think about sourcing talent. This might, however, change very soon as social recruiting is quickly taking over the traditional recruiting and staffing methods.
Because a vast segment of the population these days is connected to social media, engagement on online networking platforms has become vital for recruiting talent. Keep reading to learn more. Searching for a free applicant tracking system you can trust? Let Recruiteze help you. We make online recruiting easy.
Do you remember the times when there were not many alternatives to attract potential recruits?
Recruiters would restrict themselves to newspapers or sites like Monster. Then, LinkedIn took over. Now is the time for social media.
There has been a paradigm shift from traditional newspapers to modern networking platforms in the use of tools from recruitment experts.
The underlying reasons are the astonishing engagement and comfort levels of the audience on social media channels that have outperformed every other conventional method.
What is social recruiting?
Here is the wikipedia definition of social recruiting:
Social recruiting (social hiring or social media recruitment) is recruiting candidates by using social platforms as talent databases or for advertising. Social recruiting uses social media profiles, blogs, and other Internet sites to find information on candidates.
One of the major benefits of using social recruiting is that it gets rid of several barriers inherent in the recruiting and staffing process.
In a dedicated process of social recruiting, diverse social media campaigns are carried out for the identification of prospects that can be an ideal fit for a company depending on its needs. As a part of these campaigns, the extensive use of hash tags and tweets is made. Even the paid advertisements share such efforts.
Significance of Engaging in Social Recruiting
Do you really wish to miss out on a large segment of talented, young millennials who have a potential to be a part of your workforce?
Is that a “No”?
If so, you must immediately start engaging candidates on social media channels like Twitter, Facebook, Snapchat, etc.
It is not only a perfect solution to attract talent, but also simplifies the entire process of recruitment in different ways. Even more, social recruiting makes it possible to reach out to a large number of qualified applicants.
When you use social media for your recruitment needs, the online networking platforms offer huge databases that may easily be scanned to determine likely prospects for your workplace. Keep organized with our free applicant tracking system.
Social Recruiting: Building a Strategy
The foremost thing for you to understand in a given domain is that social recruiting demands the creation of a strategy and not the tactics. It is primarily because the tactics either don’t work or fail miserably in yielding significant results. There is a need for your company to create a scheme by concentrating on its goals and desirable outcomes.
As the experts would suggest, your return on investment is going to be better if you engage in activities that help you understand the potential candidates in a better way.
Given that strategies are vital when we talk about social recruiting, what you must know is that such strategies are subjective. Obvious as it may be, strategies that you may implement for marketing will vary drastically from those implemented for the financial sector. What will not vary is your need for a free applicant tracking system. This software, like Recuriteze, will help you keep organized.
Proper use of technology
Moving ahead, the strategy must be created by you by making a right use of technology and software.
The technology-based solutions ensure that you’re present at the right place at the right time. That is, it makes you available whenever talent is looking at recruiting options.
You need a presence on a mobile platform to enhance the results from your efforts on social media. Pushing adverts to a targeted audience using social media platforms plays a significant role in creating brand awareness. As a result, the users start connecting themselves with your brand. Eventually, when you succeed in engaging your audience by sharing knowledge and company updates, you will find that they want to be a part of your network.
Social Recruiting: Deloitte Case Study
Netherlands is one of the countries that has maximum Twitter and LinkedIn penetration.
Deloitte in the Netherlands had a hiring target of 1,000 people in 2010/ 2011. The company had to face a serious problem as during the recession it was almost impossible to find talent.
As a result, their recruitment efforts saw a major shift towards internet marketing, content management, and building of a career site.
An amazing part of their strategy was integration of their career site with social media.
The social media profiles were created by the company’s recruitment staff on different social networks. It was done with an objective of connecting with potential employees by creating communities on these social platforms.
Lennart Sloof, manager of Online Employer Marketing at Deloitte, reveals how the whole idea of creating communities revolved around one major objective. It was to make a strong connection with users so that they developed a liking for their organization and felt like becoming an indispensable part of it.
The company’s efforts were directed towards leveraging social media activities and engaging with internal employees as well as social media users by sharing knowledge and interesting insights. As a result, the company generated lots of buzz.
They started engaging a lot on social media channels by strategizing their move in a manner as given below:
They used Twitter (@WerkbijDeloitte) for posting jobs, events, and notifications about new posts on their blog.
The primary objective of their Facebook page was to focus on potential candidates by engaging them and making contact with them. They would do this by sharing knowledge, latest trends in the market, and updates about their company.
LinkedIn acted as their great resource for recruiting talent. Besides posting vacancies in their group on this platform, the recruiters could easily search for potential candidates by browsing the network and the profiles of candidates.
They used YouTube extensively for communication of their employee testimonials.
Results of Their Social Media Strategy:
After the implementation of extensive social media activities, the next crucial step was to measure the results of their efforts. With the help of Google Analytics, it was measured that 234% more traffic came from social media than from other sources. Furthermore, their investment in job boards and use of recruitment agencies dropped significantly. They were successfully able to hire 1,000 new candidates in 2011.
Challenges of Social Recruiting
The successful deployment of techniques and strategies is a daunting task in the domain of social recruiting. There are number of challenges associated with the optimization of activities carried out on social media platforms for obtaining desired results:
- Even though social media platforms provide a great opportunity for engaging your audience, it is not easy to get the attention of users. It requires a lot of planning and testing to create successful campaigns and to find out what works best for the company.
- It is extremely difficult to gauge the channel that is delivering the results. The only method of doing it successfully is by conducting a formal survey while hiring a candidate. If a candidate looks at your vacancy on Twitter and is directed to the company’s site to apply, the source from which he was directed to your site gets lost in the process. How do you, then, find out return on your investment and time on Twitter?
- Initiating direct communication with potential recruits on various social media channels is still a challenging job. For instance, Twitter and LinkedIn don’t allow you to send direct messages to users who are not connected to you.
- It is not easy to strike a balance between recruitment exercises and the brand image enhancement process. Building a positive image of your company in the eyes of talented recruits is a tedious job. This holds true, especially, when social media makes it so much easier for agitated candidates to post defamatory information about companies on various networks.
Latest Trends in Social Recruiting
The use of a centralized platform is one of the hottest trends in recruiting.
- It makes the recruitment process easier by combining its different facets into a centralized process like creation of job description, automatic posting of vacancy to all the job boards, screening of applicants, sorting, generating ranks, interviewing applicants and lot more.
- Twitter, Facebook and LinkedIn have been around for a long time, but Snapchat seems to be everywhere these days. Short Snapchat stories are helping companies build not only a strong market presence, but also a great reputation among potential candidates.
Social media helps the recruiters create a real human feel by using different techniques and methods for making a connection with users. It has, in fact, humanized the entire process of recruitment and is set to create a revolution in recruiting and staffing space. Notably, the direct hires through social media may represent a very small proportion yet there are numerous indirect benefits that are difficult to ignore.
Read these related articles on how to use social media for recruiting
3 Ways Recruiters Can Use Social Media to Find Talent
How to Create a Social Recruiting Strategy?
Social Recruiting Statistics and What to Do with Them
Best Alternatives to LinkedIn
Is Facebook Challenging LinkedIn as a Place to Find Candidates?
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