Social Recruitment: How to Go Beyond the Typical LinkedIn Search

February 2nd 2018

Recruiting with social media is no longer a unique recruiting tool but rather the norm. In fact, a recent survey shows that 92 percent of employers now use social media for sourcing new hires. For many recruiters, social recruitment means using LinkedIn to find, identify and attract top talent candidates. However, since nearly every recruiter is using this social media platform, the best talent can receive as many as 10 to 15 messages every day from recruiters.

In a busy and noisy platform, such as LinkedIn, how does your company stand out? How do you ensure your message makes an impact and that it isn’t simply deleted or lost in the sea of many other recruiters?

 

Here are 5 tips to help you create a robust social recruitment strategy that goes well beyond the typical LinkedIn search.

 

  • Analyze Hiring Metrics

The advancement of digital technology gives employers a range of hiring metrics right at their fingertips. This real-time data enables companies to make sound hiring decisions, which can improve their ability to attract and retain top talent. Tracking and analyzing these data-driven recruitment metrics, such as unique visitors, conversion, quality or source, number of engagements and cost per hire, can help employers determine which recruiting strategies are working or which techniques need to be modified or eliminated.

  • Create Candidate Personas

For years, companies have used consumer personas to help create tailored marketing strategies for a target audience. This same strategy works well when trying to hire the ideal candidate for your company. A candidate persona can help you identify candidates that not only have the necessary skills but those that also will “fit” well within your company culture.

Although some factors may overlap, a different persona should be created for each position within the company. Start by interviewing your current employee’s to get a thorough understanding of the position, the work involved and the type of candidate that would be ideal.

  • Understand Candidate’s Motivational Factors

Understanding what motivates prospective applicants to change jobs can help you develop a strategic hiring plan that allows you to attract both active and passive candidates. Is the candidate looking for training and development? Growth within the company? Thought leadership? Matching company culture? Flexible work schedule? Having a clear understanding of what potential applicants in your specific industry want will enable you to cater your recruiting content and techniques to meet their specific needs.

  • Track Candidate Behavior

The latest statistics show that 81 percent of the people worldwide have at least one social media profile. While this staggering figure explains the need for a social media presence, it does little to help you know where to find top talent candidates. LinkedIn certainly is one of the most popular recruiting social media platforms, but don’t forget the importance of other sites like Facebook, Instagram, and Twitter. Tracking candidate behavior across different social channels and vital metrics, such as the source of hire, can help you determine where your ideal candidates are likely to hang out and where to focus your recruiting strategies.

  • Master Online Marketing Techniques

When it comes to sourcing top talent today, standard hiring techniques are not enough. Recruiters and HR teams are forced to think like marketers. Many of the same strategies used to attract customers can be used to attract candidates. Ultimately, this requires recruiters to create a dynamic candidate experience that engages with prospective applicants from the beginning to end of the hiring process. These online marketing techniques, such as paid advertisements, mobile-friendly applications, and interactivities, can help to attract the top talent candidates.

These 5 tips can help you take your recruiting strategies to the next level and Tulsie can help. We offer dedicated services to help HR departments and recruiters understand how top talent candidates think, behave and make career choices in a continuously changing job market. This powerful sourcing information enables employers to develop data-driven recruitment strategies that do not just attract applicants but create strategies that attract the “right” candidates.

 


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