Just because we’re a social media company doesn’t mean that we’re selling when we say that social media helps every part of your business. Starting from the operations and business development right through to customer services, HR and IT. Who says social media should just be for marketing? In a study by Jobvite, it was found that employers who used social media for recruitment found a 49% improvement in candidate quality. Social recruiting can work for your business too. Read on to find out more.
By offering potential candidates a platform where they can find out more about a job and discover more about the role in your company, they are able to see if they’re a good fit before they even apply. The end result is a pool of candidates who are eager for the role, want to work in your company, have the skills and the knowledge to get the role and are confident enough to apply.
If only every HR team could have a steady stream of CV’s like this!
It’s also not news that UK employment is suffering from a massive skills shortage. In such a crisis, HR teams need to be more efficient in targeting prospective candidates and attracting them to sign up for a role. Here’s a few ways you can do this.
A dedicated content area for recruiting means that you can separate your audience and inspire them with employee stories. Think about the impact of an interview with one of your current staff members in your company. Or perhaps an article called ‘a day in the life of…’’ to show how your staff get on.
Articles like this establish your employer brand and get people excited about your company culture and the roles within your business. By managing their expectations this way, they are less likely to be disappointed in a role they are hired for.
You’re probably already using social media for your company but have you considered having a separate account for your recruitment portal?
You can share content through this platform and target your audience through social media advertising, aptitude tests and other types of content like videos and infographics.
Check out this video from Starbucks on their ‘Partner Program’
Online Application Process and Tracking
Offering candidates a way to apply for a role online is certainly not a new thing. I mention this because there are still a lot of people who do not track their online progress.
If you’ve set up goal conversions on your website you should set one up for ‘submitting a CV’ too.
You should also be tracking a potential candidate’s journey from your entering your website to submitting a CV. This way you can measure and track their behaviour and improve your online portal for the future.
Other things you should track are popular blog posts, social media traffic, other referral traffic and pre cursors to submitting a CV like looking at a job description or filling in an aptitude test.
Email marketing can be used in a few ways in the recruitment process. One of my favourites is sending candidates a job alert RSS email filled with latest jobs they might be interested in.
Apart from this you can also send a monthly email tracking the progress of their career and offering them content to help them in this stage. For example, if a candidate is looking for a job you would serve them up content to help them with their CV and their interview skills. If a candidate has already found a job why not keep them interested with content on how to excel and how to get a promotion.
Sending content to someone who already has a job at your company or another company isn’t a waste of time, you’re laying down the foundation with them at an early stage and they will certainly think of you when the time is right. It’s about getting there first!
Social Media Advertising
Social media advertising gets its own section because it’s so awesome!
You can take characteristics from your most valued employees and ask Facebook, for example, to hunt down a host of new people with similar characteristics and serve them up a job ad.
Alternatively you can show users a quick survey and people who take it will automatically be answering questions to help you decide if they are right for the role.
Other types of advertising exist and it’s certainly worth experimenting with but if you want to get the best results possible then you can always contact Live And Social.
Last but not least is marketing automation. This is the glue that holds you social recruitment strategy together and makes the difference between ‘doing’ social media and ‘being’ a social company.
With the right tools in play your company can get rid of the tireless work that goes into social media and make many of these processes automated.
Subscribers will be sent a once a month email of latest blog content and at each stage of their career you can created an automated email that will go out to help them and guide them in their journey. With marketing automation you can track how users visit your online portals, engage with you on social media and track your leads through your CRM.
Is your business looking for a social recruiting solution? You can contact us to book a workshop for your HR team or to talk about strategy with us.