Online Candidating: 5 Steps to Quality Social Media Recruitment


Silicon Valley is Amazing

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There can be more to social media recruiting than LinkedIn and Facebook accounts, and this year’s Social Recruiting Strategies Conference is a timely reminder to check out the market. As a fan of best fit recruitment and social media, I wanted to share some lessons learned from the past year.

Here are 5 steps to keep in mind as you add social media to your recruitment plan:

1. Plan Your Search

Your future Account Manager may network differently from your current HR Director, and it’s crucial to understand your candidate profile before a reduced subscription rate catches your eye. Whether you’re looking for a generalist or specialist candidate, it’s helpful to understand your target industry’s networking habits before you seek out their best and brightest.

Talk with industry experts and get on mailing lists to see where your candidates trust for career informaation. Once you’ve seen where the traffic goes, assess how popular social media sites could help you in your search.

2. Budget Budget Budget
Professional networking sites make a profit through advertising and/or subscription fees, so it’s important map out costs and commitments before you’re locked into a service agreement.

Steer clear of longer term commitments if you’re using a site for the first time- what’s popular is not always right when it comes to candidate searches.

3. Check In

Hopefully, your social media presence will attract some candidates to check out your company’s background- be active in knowing how many and when they visit. Keep an eye on your company’s online traffic so that you can adapt as needed.

4. Communicating

Work with the hiring manager to set a communication plan for applicants and passive candidates. Social media recruitment is still social media, and there are rules on etiquette. A friendly and professional introductory message goes a long way- asking to to be friends (or links) without a hello is bad manners. While it’s important to establish a rapport with candidates on social media, keep a professional focus.

5. Onboarding IRL

Meeting a candidate In Real Life is wonderful. Once you’ve found a match online, shift your contact with the candidate to phone calls and/or emails as you get closer to meeting face to face. Be sure to verify necessary right to work details before a visit is planned and check if your candidate needs any adjustments made.

Good luck!

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