Everyone is jumping on the bandwagon. Tweet your jobs! Flickr your office photos! Youtube your epic ping pong battles for everyone to see! The question is; what are my immediate and long term goals and how does that align with my Social Recruiting strategy? Most importantly ask yourself “how can I make sure we stay on the cutting edge of social technology without falling off into an unproductive recruiting oblivion?”
Social Recruiting Basics
Before you can fully evaluate and commit to a social recruiting strategy, you have to ask yourself what your goals are. Are you trying to develop a steady stream of applicants over the course of time to support slow and steady growth or are you knee deep in a project where you need 5 people yesterday?
For some long term brand recognition, it’s always a good idea to have a presence on the major social players like LinkedIN and even Facebook. Putting up a Facebook page or a LinkedIN group takes a matter of minutes, but it’s the cultivation and constant care that requires the long-term effort. This approach is not going to net you candidates on day one, but over time qualified people will flock your way if you are engaging them and have interesting content.
For a quick and dirty recruiting project where urgency is the name of the game, Twitter provides a great outlet. Tweetmyjobs is a service that allows Twitter users to Tweet their jobs across a variety of different Twitter accounts with a link to the description. Often times, this can reach hundreds maybe thousands of people in the course of a few hours. If you write a good ad and engage them after they click the link, you should net a few qualified resumes quickly.
I read a great article the other day about the benefits of social media in recruitment entitled ‘social media: the most powerful recruiting tool since the telephone’. While the title of that article may be a bit of an exageration, it brings up a few interesting points. The one thing we have to remember: having a social presence and utilizing online recruiting tools does not change the fact that you still have to communicate with your potential candidates in real life!
The post goes on to mention a few ways to specifically focus your social recruiting efforts, most specifically by setting a goal for yourself. How many candidates do you want to reach? Do you want to brand yourself to passive seekers for the future or attack the active candidates with your message right now? How are you going to track and effectively measure these metrics so you can evaluate the ROI of time spent? These are all critical questions you should ask yourself BEFORE you jump on the social recruiting bandwagon.
Tim and I blog about the value of social recruiting all the time. Entire websites are dedicated to the social media sphere of influence. You should absolutely take advantage of the tools available to you, and social media is and WILL remain an integral part of every serious players candidate sourcing strategy.
What type of successes have you seen in your social recruiting efforts? Have you bought into the hype and spread yourself too thin or has that big social push paid off? Let us know in the comments section!