How To Recruit Top Talent Using Social Media
Social media may not be the be-all, end-all when it comes to finding the prefect employees to work for your business. But when used properly, social media can save your company valuable time and money you're on the hunt. So, if
your company tapped into this valuable resource yet, it's time to get moving.
Why use social media?
- Using media to recruit employees is like killing two birds with one stone: 1) You save money by steering clear of expensive traditional recruiting methods; 2) It spreads brand awareness at same time.
Here are some simple steps to finding your sharpest employees via social media:
- #1 Pick the right job board. 1) The first step is the most crucial: Finding the right venue to advertise on. It may be sound all too rudimentary, but LinkedIn is your best candidate since its interface is tailored to job - related
conversation. You can use it search for passive candidates and target a specific audience; 2) Twitter is an alternative, but its 140-character word limit just doesn't allow for much description; 3) Your Facebook fan page is an excellent
place advertise just about anything - including your job opening. Even better is Facebook's new "Work For Us" app that allows you to post a customized job board on your page, as well; 4) You can utilize outside search engines like
Google to search many social networking sites - and get past LinkedIn "social degree" requirements - or utilize Twitter-specific engines like twellow.com or tweepsearch.com to quickly comb through bio information only.
- #2 Be active in your industry: 1) Making friendships with others in your industry and posting fresh content in your social media streams are paramount when it comes to finding new talent. Use your personal or business social media
presence to attract as many followers as you can. Chances are that someone who is already following you in these channels is the perfect candidate for your open position; 2) Beyond utilizing your own social media presence, don't
underestimate the presence of your current employees. Your extensive social media campaigning will result in a broad swath of candidates to choose from when the time is right.
- #3 Screen rigorously. 1) Once you find a bio with credentials that fit the bill, don't stop there, pore through their online information. Read recommendations on LinkedIn. Look for these red flags on their social media profiles: Negative
comments about past employers; Complaints about work; Discussion of illegal behavior; 2) Google their name. You never know what interesting information, good or bad, you'll dig up. Of course, your focus should be directed towards
indicators of what their behavior will be while on the job.
- #4 It's still who you know: There are certain truths inherent in "traditional" ways of conducting a recruiting campaign that still ring true when using social media. One of them is that it's still "who you know" that counts. If you're
well-connected to begin with, your colleagues will have insider knowledge on whom to recruit, who's looking, etc. Social media is a great way to connect with those in your field to get recommendations on potential employees.
- #5 It's just the beginning stages: 1) Remember that social media isn't the be-all, end-all tactic of your candidate search. You will of course eventually need to speak with prospective employees over the phone, meet them in person,
and pursue them in the way that employers always have, by having them perform a preliminary task to your satisfaction; 2) Although you may encounter their credentials somewhere online, it is crucial to obtain a resume. While this
may not vary much from traditional recruiting methods, social media allows you to better target your desired pool of prospective hires.
Sources: Mashable.com; CareerBuilder.com; About.com; Mindflash.com.