5 TIPS for SOCIAL MEDIA RECRUITMENT

One of the key issues we hear every day from our clients is how hard it is to attract new talent. Not only is talent scarce but finding the right people has become very expensive and time consuming.

Many organizations today use a combination of solutions to fill their needs for top talent. Often this involves recruiting and search firms who specialize in one industry or another. This can be both expensive and frustrating as these recruiters are having the same challenges you are and for the same reasons!

So recently in working with a couple of our clients we were able to not only help them fill a few open positions but also to help them avoid having to spend so much on recruiting going forward. For one of our clients the savings will be almost $300k in the first quarter alone!

So what is this all about and how does it work. Taking your company into the new era of being Social is hard but to understand the steps does not have to be.

Do not I repeat, DO NOT assign this to an intern! If this is your first thought, your not ready to proceed.

Some key steps to take are:

1) Understanding Existing Employee profiles & your own culture

- do you know these?

- No, not just the skills and accreditation's required but all the other more interesting human qualities. These are a critical component of your companies culture

- i.e., demographics, likely social platform preferences, cultural likes and dislikes, Geographic's, etc. Every company has its own unique profile and culture!

- We have a company profile template we use to help understand each client’s culture

2) Creating your company online profile (on purpose!)

- whether you know it or not you have one, the question is, does it do your organization justice, was it created on purpose and does it attract the kind of people your culture and company requires?

- This is actually a real challenge. If like so many you have the obvious social media icons on your website, but you have no idea what they do or why they are important, you've got some work to do.

- What corporate image do you want to project online, and which platforms best reflect your employees, customers & suppliers? *This can easily continue into branding but for the purposes of these examples we are focused on recruiting only.

3) Create a social Plan for your organization

- leveraging the online world of social media for the purposes of recruiting should not be done in isolation and needs to be part of a complete plan

- This plan should also include all the other critical elements you need to ensure your addressing, such as employee advocacy, sales, marketing, purchasing, operations etc.

- The successful use of all of these elements will help to create a much more robust and active online profile-presence that will help to drive new talent acquisition. Not too mention help to create excellent employee advocacy

4) Consistent online engagement & content, content, content

-Online engagement through all your social platforms by those on your teams responsible for and having a need for top talent. This means that all these people should also have strong online profiles that are engaging, open and friendly. So not just HR team but all managers for each business division or unit need to be online and active.

- Consistent monitoring of all corporate channels and creating a real team effort for all to play an active role in bringing great people forward

- creating online content that really shows off how you appreciate your team and the environment they have created

- Show off just how much fun your company has by celebrating all wins and victories online while also showing the human side of caring when things don't go so well.

5) Recruit your team!

Finally, instead of paying so much for recruiting why not have an internal online referral process in place for all your employee's? 

- What's best for your company in this regard depends on your culture, i.e. is it best to provide monetary reward, prizes or recognition for those that contribute. Or is it, all the above?

The bottom line is that taking your organization through the transition of truly becoming a social company across all departments will greatly improve your recruiting process while dramatically reducing your costs!

If you would like to know more about how this can help your organization and or some of the tools we use to make this happen, just let us know!

 ** An overwhelming number of companies are still stuck in the mindset that social media is the domain of marketing rather than sales. As buying patterns continue to evolve this is an increasingly dangerous position to take. More and more every day, buyers are reaching out via social channels rather than phone or email, and your sales team needs to be equipped to properly follow-up with these leads. **

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@TRsocialselling || @ExpoSalesLtd