Attract and engage your target audience
Building a social recruiting strategy is easier than you think. Ensuring that your brand has a presence on the right social media platforms is the first step to success. If done right, these platforms will present you with the opportunity to convince ‘passive’ job seekers that your organisation is the best place to work. It will also give you an opportunity build your talent pipeline through referrals.
The best platforms to build a profile for your business are LinkedIn, Twitter, and Facebook, according to the Jobvite Job Seeker Nation 2014 study (3). Take Facebook for example, 67% of job seekers are active Facebook users , so it is a great channel to launch your social media recruitment strategy from. Sharing links to job vacancies on Facebook extends the reach of your recruitment campaign and acts as a lead generator, directing interested candidates to the careers page of your website, where they can find out more about what life would be like if they joined your team. Do this across the ‘big three’ social media networks and you will be well on your way to enhancing your recruiting strategy. And, here’s the big plus--it’s free and only takes a few minutes.
Promote your company culture
Company culture is essential to the Millennial generation. They want to feel that the company they work for invests as much in them as they do in it. Your employer brand is therefore vital to your social recruiting success as it helps to showcase what you stand for and attract the people who will best fit in your culture.
Your corporate career site is the cornerstone of this part of the strategy. A good career site can be promoted via social media channels, to effectively showcase the benefits of working for your organisation. This can be done by posting about specific activities, projects, or missions that are taking place within the business. One way of ensuring that your posts that are even more targeted towards people who possess digital skills, is to develop a picture of what your ideal candidate looks like. Once you have built up a profile of the interests and skills your perfect candidate has, joining Facebook or LinkedIn groups where these subjects are discussed and interacting directly with people can prove to be a beneficial way of driving engagement with your brand.
The key to success in promotion is to do it consistently. Think about developing a calendar of sorts that will help you to keep track of what you will post about the company, where and when. Also, do not forget that there are numerous tools out there, such as HootSuite and TweetDeck, that can help you to schedule posts, so that you do not have to be on social media yourself all the time.
Last, but not least, ensure that your career site is built to handle mobile traffic. Jobvite’s Job Seeker Nation study showed that 43% of job seekers have used their mobile devices to engage in a job search in the last 12 months. After all, when last did you leave your house without your mobile phone?
Encourage referrals from your employees
So how do you develop a profile of your ideal candidate? A great place to start is with your current employees, as they (hopefully) already possess both the innovative digital skills and characteristics you are looking for. Chances are that your employees’ friends possess similar skills, work ethic, and personalities. This also means that their social media networks provide a very rich talent pool you can tap into; all you have to do to access it is engage your existing employees into sharing your news and job openings with their friends.
Our recent social recruiting survey revealed that 60% of recruiters believe that the best employees are found through referrals. In addition, research shows they perform three times better over their first three years on the job . So encouraging staff to participate in your recruitment process by offering incentives makes this a win-win scenario for everyone.
Another advantage of using these platforms is that they allow you to measure how successful your recruitment drive has been, through tracing prospects in your talent pipeline back to their social network sources. This leaves you perfectly positioned to identify and reward the employees who brought them to you, while also ensuring that your recruitment strategy is genuinely working to help you minimise the digital skills gap.
So, why not start dipping your toes into social recruiting today to tap into the rich Millennial talent pool.