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30 April 2014

How to Leverage Social Channels for Recruiting

Posted by Nin Sandhu

As a follow up to my blog on Social Recruiting vs Sourcing I wanted to talk in more detail on how to leverage social channels properly when recruiting. I will break it down into the three major aspects of recruiting: sourcing, advertising, and candidate engagement.

Sourcing

Icons and keyboard

Most multi-channel recruiting strategies take advantage of a variety of different candidate databases, including social channels. Often your best candidates aren’t even looking for jobs, so you won’t find them on any job boards. By leveraging social networking sites like LinkedIn, Facebook, and Twitter, you have the ability to identify millions of potential candidate profiles and actively reach out to talent that otherwise would not have found your jobs. Here are a few pros and cons on using social networking sites for sourcing.

Pros

  • Access to millions of publicly available candidate profiles
  • Easily search for the qualifications and skills you’re looking for (free on Facebook and Twitter)
  • Reach candidates through multiple communication options or through sponsored jobs and targets ads
  • The network of each individual and the content that they produce provide excellent screening and verification opportunities

Cons

  • Interacting with social networks builds the social networks value, not your strategic talent pool value
  • Each social network is different, so the type of information you will find on the profiles will not be consistent
  • The search capabilities on certain social networks may not be as advanced as what you’re looking for when searching for specific skills and qualifications
  • Contact information may not be displayed
  • There may be additional costs to contact individuals on certain social networks
  • Depending on the type of job you’re recruiting for, some social networking sites may not be the best place to look for a particular talent

 

Talent

 

Advertising

While there is a tendency to take advantage of every channel available (and there are thousands), this can become very costly. It’s important recruiters leverage the right mix of advertising channels to get the best ROI. For social networks, the policy should be to use them 100% of the time. Why? Because they are completely free and it provides a non-invasive ad placement of your jobs to all your social network followers. Remember, the best talent may not be actively looking for a new job but if your job appears in their social network feed, you have a higher chance they might engage with it.

Social network postings require some tailoring for job postings. The best posts go beyond a bland job description and are appropriately personalized. If your company’s perks are like no other, then use that to your advantage and call it out. Whatever your differentiator is, be sure to take advantage of it so that more potential candidates will take notice!

Candidate Engagement

As almost everyone is using a mobile device, it’s more important than ever that the mobile candidate experience be part of your recruiting strategy. At Talemetry, we see over 45% of site traffic coming from a mobile device even at the most conservative organizations we work with. For these millions of potential applicants, there is no bigger turn off than a career site or job posting that isn’t mobile friendly, so responsive design is key to keeping candidates engaged.

Additionally, how many people keep their resume on their mobile device? Obviously the answer is almost none. This is where social network profiles can help do a lot of heavy lifting. By allowing interested candidates to apply using social networks it allows recruiters to capture candidate applications and interest instantly versus having candidates try to input all their details manually using the tiniest keyboard on the planet. The principal goal is to streamline your processes so that candidates can provide their relevant information in the easiest and fastest way possible, so it becomes a win-win situation for both parties.

As social recruiting has become a key part of recruiting this is what you should look out for when evaluating a modern recruiting system:

  • Provides access to a variety of sourcing and advertising channels including social
  • Includes mobile engagement capabilities
  • Allows candidates to apply or join a talent network via a social network
  • Tracks all candidate engagement and recruiting activities and provides visual dashboard views into what’s working and what’s not

Talemetry delivers access to all available channels of talent, real-time hiring analytics and reporting, and provides an exceptional recruiter and candidate experience – all on one platform. As an Oracle Platinum Partner, Talemetry has a proven track record of delivering better insight and reducing costs in hundreds of enterprise organizations. Its market leading recruitment marketing and sourcing suite is a cloud-based application that provides bi-directional integration with Taleo, PeopleSoft, and other leading ATS platforms.

If you would like to see how Talemetry’s recruitment marketing and sourcing suite can help your organization, sign up for a quick demo!

 

Topics: Talemetry Today, talent management, Talent Trends, talent generation, marketing, jobs, hr technology, recruiting, sourcing, hr, recruitment marketing, talent acquisition

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