What is it worth to you to have the right candidate available to you when you need him or her?
Social media is the hottest thing in recruiting these days. Everyone in the recruitment industry is talking about using social media to identify passive candidates and increase employer brand and recognition.
In my experience many companies say they are using social media to recruit but actually they only slap a job description or the same old advertisement out on the Company website or LinkedIn page. Technically they are using social media to recruit. But in my view if that is the extent of your recruiting, you are missing the whole point and power of social media.
It is time to step away from reliance on job postings even in social media and consider some ways to leverage social media, particularly LinkedIn to find candidates. It is time to do some marketing.
Here are some ways to really use social media for recruitment:
- Share what is going on in your company – events, social activities, customer feedback, internal initiatives and company celebrations. Put this information on company pages in LinkedIn and Facebook. Tweet about these employee and community oriented activities. Build the “cool” factor by encouraging Likes and Followers. These are people who already think your company is great. They can be potential employees.
- Be visible and active in LinkedIn Groups and specialized social media pages and blogs where your target potential employees hang out. If you regularly search for mechanical engineers or sales people then be active in places where mechanical engineers and sales people gather on social media. Share information and ideas that can be useful to others. Write white papers and answer questions. You will be cultivating relationships with people interested in your businesses’ priorities.
- Identify the competencies or characteristics of the ideal candidates for key positions you recruit for. Go out in LinkedIn and search for people who have those competencies or characteristics. Connect with those people over business issues. Share information. Keep them close. Someday they might be the perfect candidate for a vacancy and you already found them!
- Encourage your employees to participate on LinkedIn then have them share job postings with their connections. Your employees might already be connected to the right person who may not even be aware they want to work for you.
This method of recruitment marketing takes some time. Weigh the cost (mostly time) against the benefits of better qualified candidates available when you need them. What is it worth to you to hire the right candidate to help you achieve business goals?
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