With close to 2 billion active users on social media, there’s an opportunity for recruiters to connect with people they usually wouldn’t. The social recruiting trend is increasing and if your company isn’t on board yet, it can’t hurt to test the waters.
Recruiters and HR professionals are increasingly using social media to reach out to candidates, especially on LinkedIn and Twitter. Social recruiting allows companies to be active in a space that lends itself to conversation, feedback and interactions. It’s a modern way for candidates to learn about a company’s culture and for a recruiter to learn about a candidate’s background or skill.
How should your company get started? Identify, follow, share and engage.
Identifying the type of candidate you’re interested in recruiting is the most time-consuming step of the social recruiting process. A great way to shorten this step is to involve your employees, as employee advocacy helps extend your social reach far past your company’s normal capacity.
Undercover Recruiter found that an average employee will have 150 contacts on their social networks – 100 employees means reaching 15,000 potential candidates.
Following via connecting, sending an e–mail or a friend request creates a social relationship with the people you want to eventually hire. Showing people that you’re interested in what they have to say is a great way to start an online relationship and you can encourage your employees to do this as well.
Sharing content across their social networks is a great way for your employees to inform everyone’s followers about the numerous accomplishments your company has achieved. Assign one socially strong employee to be the leader for employee advocacy.
Engaging potential candidates and having your employees do the same is a great way to get people engaged with your company. If a candidate tweets about something relevant to your company or the industry you work in, make sure you favorite or comment on the post.
Start now…your next hire could be just a few clicks away.
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