Social recruiting, specifically sourcing from social media outlets, is getting tougher every year. LinkedIn has effectively locked their platform down to the point that it's easier to get a recruiter license than hack it with Google and a good command of Boolean search. And the price of recruiting licenses continues to climb.
Facebook has removed your posts from the content feeds of nearly all the people who follow your company. As few as 2% of people who like your page ever see your posts these days.
Twitter shows your tweets to all your followers, but the chances of all your followers being connected to Twitter when you post your tweet is low. In fact, many studies show that as few as 3-6% of your followers ever see your tweets. The good news is that many job seekers search Twitter for jobs, but you're just one in a billion at that point.
There are many tools available for actively searching social networks for candidates whose public profile data matches your job requirements at some level. You can get information from location to past employers to active interests on communities like Facebook, Github, or Stack Overflow. Talemetry provides a browser plugin that makes it easy to harvest profile information from sites like LinkedIn and others.
But while social sourcing solutions and recruiting tools can help with your quest for social hiring success, the truth is social recruiting is simply a piece of the larger puzzle of recruitment marketing.
Your social recruiting programs and efforts should work together with your other inbound, outbound, engagement, and conversion efforts to compliment one another.
1. Attract Candidates at the Research Phase
Studies show that candidates consult multiple sources to research companies they are interested in. Keeping your social networks stocked with relevant content and information can help as candidates evaluate your company.
Participating in conversations with sources and networks that potential candidates frequent similarly expands your reach and demonstrates your commitment to the interests of your candidates.
2. Capture Candidates from Social Media
Of course, sourcing from communities like Facebook, Linkedin, Twitter, and others is highly effective at uncovering passive candidates. And as costs rise to access these candidates, utilizing a candidate relationship management system is crucial. That way you can centralize and maximize each sourced profile and ensure that you can re-market jobs to these candidates without having to pay to source them again.
3. Remarket Candidates Using Social Media
Speaking of remarketing, using tools like Adroll enables you to place messages in the Facebook and Twitter feeds of candidates who have viewed your jobs. This paid service can leverage Facebook and Twitter to re-engage warm leads using targeted messages based on which pages and jobs they've viewed on your career site.
Integrating activity from your corporate social networks and including content from employer review sites are a also a great way to leverage social recruiting into your own recruitment marketing efforts. Leveraging high ratings from review sites like Glassdoor directly into your career site provides social proof of your employer value proposition. This requires an active program to encourage employees to submit reviews and requires that your walk matches your talk.
At the end of the day, your ability to preserve and engage your social media candidates through some sort of candidate relationship management system and efficiently convert them to applicants is the foundation for getting the most value from all your social recruiting success. As many who have seen declining ROI on their LinkedIn recruiting efforts can attest, it can be expensive to be fully reliant on social networks in the long run.
- The Automated Candidate Sourcing Revolution
- Free Webinar: Recruitment Marketing A to Z
- Recruitment Email Campaigns
- Candidate Sourcing: I Don't Have Time to Be Proactive