Social recruiting is continuing to grow in prevalence, and now is the time to talk strategy. It’s not enough to simply go through the motions, one must learn the best way to take advantage of the contacts already established through current employees, utilizing social media. Yesterday, Social Hire released a blog titled, Recruiting Employee Connections – How To Best Leverage Your Company’s Network Of Contacts, doling out some great advice on how to do just what the title implies. The author outlines three ways you can get the most out of your contacts, reward employees for successful hires, keep both the applicant and current employee in the loop at all times, and make job headings attractive- and track consequent applicants accordingly. I’ve decided to elaborate on the last point, separating it into two parts: making a desirable heading, and tracking applicants from each social media site utilized.
1. Reward employees for recommending a candidate that turns into a successful hire. Rewarding an employee for attracting potential hires is bound to cause problems. Waiting until a recommendation is hired to reward the employee who referred the recent addition, is a best practice. Offering a reward upon hire of a successful referral is a good way to ensure you’re getting the most out of your current staff’s contacts. It also helps with retention of both parties. In-house referrals, when it’s a good fit, can be a win-win situation for everyone involved.
2. Keep both parties informed of any and all developments. Communication is key. Don’t tell your current employee, or your applicant, anything you’re not intending to tell the other. If you accidentally let something unintentional slip to either side, it can cause huge problems. As long as communication is clear with everyone involved, social hiring through contacts can have numerous benefits.
3. Make your job heading desirable for social media. What makes a successful job heading on a job board is very different from a successful social media job heading. Whereas with a job board, you want to make your heading descriptive, and specific, to avoid unqualified candidates, with social media, they key is enticing people. Different tactics work for different jobs and forums, but they key is to keep it short and succinct, yet descriptive enough to draw the right audience.
4. Track your results. Social recruiting is too new to be anywhere near an exact science. An important part of the learning process, is finding out what works for your specific business. One easy way to find out which ads worked best in which forum, is to track each ad you did, where you posted in, and which candidates it attracted. That way, next time you go to spread a job opening in the social media sphere, you don’t have to reinvent the wheel.
Conclusion: Social recruiting is a powerful tool, but only if you know how to use it. The most important factor that makes social recruiting successful is the candidate pool in your preexisting contacts. Find out how to harness this wealth of talent, and you’ll be using social recruiting tools to their full advantage.