Designing Your Social Recruiting Strategy

Add Social Networks to Recruiting Strategies for Unbeatable Results

Here’s why. The focus for traditional recruiters was around attracting talent to take interest in a company. Today, candidates are looking for companies that take an interest in them and the world. That means attracting candidates in a new way—using social media to encourage candidates to follow their companies. SilkRoad research also shows that, all other things being equal, candidates—especially Millennials—tend to view the company that leverages social media to be more desirable.

5 Best Practices

  • Go where the candidates go: In a SilkRoad survey, job search engines Indeed and Simply Hired provided an astonishing 54% of interviews and 56% of hires.
  • Match the social media to the candidate: For candidates who like to share information, try SlideShare. For visual industries like retail and design, consider Pinterest.
  • Make applying easy online: Create a simple application, ask for only essential information and check that it’s smart device ready.
  • Create an engaging career site: Engage immediately with job and employer brand information that provides authentic insight into the company.
  • Build a formal program: Think out the plan, ownership and accountability for better results.

Social Recruiting Strategy Ideas

Try Something New—Snapchat Geo Filters

Snapchat iconSnapchat, a fun messaging app, allows you to send someone a photo or a video and add a caption or doodle to it. The image then self-destructs after 10 seconds. For recruiting, it’s a wow way to briefly touch a candidate with your company brand. The new geo filter feature allows you to reach out to someone in your “neck of the woods.” For example, if someone was near the Hancock Building in Chicago, a specific filter can be sent to anyone near the building. Ideas for recruiting use include:
  • For a recruiting event, send a geo filter to ask people nearby to stop by
  • Send a general “we’re hiring” out to your regional area
  • Target local coffee shops, often filled with people on phones and computers

Social Recruiting with LinkedIn

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  • Build keyword and location profiles for each of your open positions so you’ll know exactly what keywords to use when searching LinkedIn
  • Search for employees based on references
  • Search for candidates through past or current employers who may have employed people with the needed skills and experience
  • Use InMail, your internal inbox at LinkedIn, to request assistance from your network or selected professionals to find a qualified candidate
  • Respond to questions in the “Answers” section of LinkedIn
  • For a fee, starting at $195 for a 30 day job posting, you can publish your open jobs on LinkedIn (multi-pack discounts are also available)

Social Recruiting with Facebook

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  • Get noticed by passive candidates with pay per click ads targeted by age, skill, location, etc.
  • Search for talent by visiting Facebook.com/directory and Facebook.com/find-friends
  • Advertise your jobs for free by posting in the jobs section of the Facebook Marketplace
  • Research applicants to get a feel for their online reputation and see if their profile supports their professional qualifications, their creativity, communication skills, and if they appear to be a good personality fit for your organization
  • Adjust your privacy settings so your page can be found
  • Link back to your Career Blog, Corporate Blog, and Career Site and let “Wall” conversations facilitate further promotion back to these key assets

Social Recruiting with Twitter

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  • Tweets will show up on your profile and on the home page of those who have requested to follow you
  • “handle” is another name for user name
  • Put an @ in front of a person’s handle to direct a message to them
  • Re-tweet posts you think are noteworthy that someone else tweeted by typing RT @ followed by the user name of the person you are re-tweeting
  • Because tweets are only 140 characters, use short URLs
  • You can follow anyone
  • Use # (hash) to tag posts (ex. #jobs We have a need for…)
  • Leverage search.twitter.com for advanced searching or other tools like http://tweepz.com/ or http://www.locafollow.com/
  • Twitter is public so be conscious of what you’re posting
  • Schedule tweets in advance using tools such as: (http://www.socialoomph.com/)
  • Don’t always make your tweets about you and your company–be informative and helpful too
  • The key is relevance–creating relevant dialog and following relevant people

Measure Success

As you identify what works best for your organization, consider these metrics ideas.
  • Visitors
  • Visits
  • Page Views
  • Subscribers/Followers/Fans
  • LinkedIn Group Members
  • Linking/Backlinks
  • Tiny URL clicks
  • Retention rates
  • Referral success rates
  • Candidates by source
  • Quality of hire (based on 90 day and annual performance reviews)
  • New hire wins (how often do you successfully recruit talent)
To find top talent, get creative with your social recruiting strategy.