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At a recent conference on innovative approaches to HR and recruitment, I presented this introduction to how social media can aid recruiter's efforts. We spent a great deal of time discussing LinkedIn and the unused benefits that this platform offers.
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Social Media and
Talent Mining
Using modern tools to be innovative
Charlotte Kemp
Social Media Training
Social Media Implementation
www.nichetraining.co.za
Why Social Media
People connect faster on social media.
Those connections fuel online sharing.
Which is ultimately less expensive and more effective than offline advertising for positions.
And because both candidates and companies are getting innovative too.
Actual Elevator pitches
Saatchi & Saatchi famously held recruitement
interviews in an actual elevator. If the candidate could not pass the first 1
minute with a senior recruiter, then they didn’t need to waste time on the
rest of the process. http://www.promomarketing.info/industry/company-news/saatchi-x-repeats-graduate-lift-pitch/16720
Lunch Bags
Gyros, looking to attract talent away from their competitor, created awareness by asking questions and pitched jobs at candidates on the lunch packets at
their favourite restaurant.
http://www.recruitingdivision.com/innovative-recruiting-strategies-for-2014/
Problems with using
social media
Unclear GoalsIf you are sharing social sites with other departments, it may not be clear what you should focus on when posting. Are you trying to ...
1. Increase client leads
2. Extend the employer brand
3. Drive traffic to website - where the job posts are
Which sites?There are new social sites starting almost daily. Which ones are most effective for your needs, your audience, your candidates. You may need
to research because you will find some that cater for particular audiences. For example, in the HR world in South Africa, www.skills-
universe.com is an excellent place to start. Find out from existing staff in particular fields, if there is a social site dedicated to their needs / their
industry / their skill set.
Un-generous postingEven though you are posting for jobs, you still need to
consider the nature of social media and post more than just your need. Share other people’s content, or share
about the company culture.
Be generous
Share company culture - why else would people want to work there?
Celebrate employees - their achievements, both professional and personal
Engage employees to share - they will recruit the best co-workers
Reasons to use social media
Because the best candidates are not using traditional job search means anymore
See http://youtu.be/bJcoqv7enGw for a great example
Create a website
Lindsay Blackwell, looking for a job working for Lisa Rudgers, designed a site just for that position. The
entire website was dedicated to the
conversation between her and Lisa. While she didn’t eventually get that post,
she was recruited by others impressed with her se of
online tools and initiative.
http://mela-media.com/getting-creative-with-job-applications
What to use?.
Companies using social
media
http://sproutsocial.com/insights/social-media-recruiting-infographic/
How to use it
Build an audienceNot everyone you
connect with will be a client or a candidate,
but they will know people who may well
be your target audience.
Share the culture
Demonstrate what your company is like to work
for. Allow people to approach you with a
desire to work for your company.
Network and
referralsIt is never too early to start building a network and doing good work, having
a great company, means increased numbers of referrals to you.
People connect with similar types as themselves. So tapping into a
network exposes you to more people like your ideal candidate.
Head huntIdentify the specific individuals or ideal candidate and go
looking for them on social media. Even if
they do not ultimately take the position, they are extremely likely to
know people like themselves who may be
available.
ScreenFeel free to check out candidates on social
media. The information is in the public domain and
worth checking before hiring.
I cannot say enough about LinkedIn. In my personal capacity, if forced to, I would sacrifice my favourite social media sites to hold on to LinkedIn. This is where I have made the most progress in my career, earned the best recommendations and where I can point to being offered positions and earned contracts and business. In terms of training, I offer a full, content packed day on LinkedIn.
Linked In
Designed for recruitment
People’s resumes are public regardless of job status - so you can find those who are only passively available for a new position.
Perfect for head hunting
Screen candidatesA paper CV can be crafted
by a specialist. But it is difficult to fake an online profile. The interactions,
recommendations, posted articles, engagement in
Groups, and basic completeness of their
profile will speak volumes.
Use Advanced
searchAdvanced search allows you
to look for keywords, skill sets, industries etc.
This is all available on the free version, while there is also a paid version and a
recruitment package available. I would
recommend getting the most out of the free version before tackling the paid contracts.
Save your searches
On the free version you can save up to 3 people searches. If no one fills your criteria, then save the search and leave it open. LinkedIn will alert you when the criteria
are met.
Tag your candidates
With both actual contacts as well as
those you add to your list, you can tag them to either send bulk emails with job postings, or to
return to a set and check for updated info, work movements etc.
Join groups
Join the groups where your candidates might be. You can either be passive or active in
the group, and depending on their
rules, you can possibly post job listings free of
charge.
Why Facebook?
Second most accessed site after Google
84% of job seekers have a Facebook Profile*
83% use Facebook to look for a job*** http://theundercoverrecruiter.com/infographic-how-use-facebook-social-recruiting/
** http://www.forbes.com/sites/susanadams/2014/02/06/4-ways-to-use-facebook-to-find-a-job/
Why Facebook?
Targeted ads
You can post job ads to demographics that
fill your requirements.
Twitter tips
Create a jobs account eg, @jobsatapple -
Twitter tips
Use a hashtag eg, #techjobs
Twitter tips
Post more than job specs
Twitter tips
Have employees tweet jobs + news
Twitter tips
Engage! Answer or respond to all enquires.
Example@jointheflock
This Twitter account is just for people interested in getting a job at
Twitter.
Video / YoutubeIf you want to get creative, have the existing staff make a video about the company and the position. Google will list YouTube videos high on
their search results, and people love clicking through to watch and share videos. Its worth a try - to be innovative in your candidate search
opportunities.
Take aways
Build a talent community
Network
Build the company brand
Look in unusual places
Utilize all the relevant networks
For more information on public and in house training courses on social media, LinkedIn and niched workshops, please contact Charlotte.
