Social Engagement in Recruitment

February 20th 2019

In the last decade, social media has become the dominant method for building and communicating company stories, finding new customers, and developing brand recognition as a means to drive interest and create a need for various products and services. As recruitment has shifted to an online and marketing-driven approach, candidate engagement has become the new, yet vital, recruitment practice that must take a prime role in any effective modern-day recruitment strategy.

However, creating social engagement isn’t a single task in the recruitment framework. It involves more than just messaging candidates and asking them to apply. Building a sustainable engagement strategy in recruitment is just the first part of a wider candidate lead generation program.

It requires deeper, more meaningful connections with candidates as they move through the recruitment funnel. In order to maximize candidate engagement effectiveness, it’s essential to think about it as a day-to-day strategy for recruitment and to focus on different social engagement practices.

 

What is Social Engagement in Recruitment?

Social engagement is part of an organizational-wide digital marketing strategy for recruitment that focuses on actively connecting with prospective candidates over various mediums throughout the recruitment process. It is just one element of the overall candidate engagement practice.

This recruitment practice concentrates specifically on actively engaging with prospective candidates and responding to candidate feedback to drive career interest for new job opportunities within the company across various online platforms, such as LinkedIn, Twitter, Facebook, blogs, forums, or third-party review sites in a seamless cycle.

 

3 types of tactics to increase online engagement

Social engagement is more than simply posting a job online. It is part of a comprehensive digital recruitment strategy that is driven by social listening and social analytics monitoring. By implementing the following three types of tactics in your day-to-day social engagement practices, you will not only increase the effectiveness of online engagement but also provides an outlet for displaying your unique attributes that differentiate your company from the crowed online market space.

# Categorize and positioning career propositions

The basics question in creating engagement is in “What industry and category does your company dominate in the job market?” At Tulsie, we provide industry insight to develop a clear hypothesis and to create a set of prospective candidate’s expectations that your job opportunity will need to satisfy. Typically, these are core elements of the engagement process that are expected in your segment and prospective candidate group.

# Understand candidate patterns

Creating engagement isn’t a simple task, especially when trying to engage with different types of candidate groups, such as passive and active, education differences, level of experience, cross-generational, social background, and languages. At Tulsie, we specialize in understanding candidate behavior science and in helping our clients intertwine these elements into a strong messaging campaign that engages with different candidate types at every stage of the candidate journey.

# Create a compelling EVP

Today’s recruitment is not a strategy that you can simply develop and set it aside. You must constantly evaluate and measure the effectiveness of your perceived recruitment marketing communication to attract and engage your ideal candidate within the first few seconds of landing on your career page or company website. At Tulsie we can help you develop a customized EVP that will resonate with your most ideal candidate group in order to communicate job offers in a manner that the target group will best understand and respond to in a timely manner.

 

How to create social recruitment success

As with all things online – content is king. Creating a dynamic career site and posting jobs online is a great place to start, but these tactics will not be enough to help you stand out in a crowded job market. Without being able to differentiate yourself from the competition, you will have trouble attracting and converting top talent candidates.

If you want to attract your prime candidates, you must create social engagements that bring value or meaning to the lives of these prospective candidates. Using content that connects with your ideal candidates on a deeper level will allow you to stand out in the crowd, be relevant, add value to your audience, and most importantly help you build more meaningful relationships with prospective candidates online.

 

New skills for modern-day recruiter

Both social engagement and candidate lead generation are new skills within the recruitment industry. Unfortunately, keeping candidates engaged throughout the hiring process is not a simple task. In fact, it can be extremely time-consuming. Without the right insight, data, and candidate strategy, your efforts and investment may not even provide the hiring outcomes your company needs.

At Tulsie, we use industry data, candidate behavior-based elements, and candidate data insights to build effective personas, create candidate journey smart messaging campaigns that go beyond the standard job posting to find your ideal candidate, even if they are not actively looking for new career opportunities. Building a strong social engagement strategy is more important now than ever before.

This requires new skills, enhance industry and candidate insights, and continuous data analytics. Learn more about how to build a social engagement strategy that attracts, connects, and converts you most desired candidates by contacting Tulsie today.

Written by: Sushila Ramkisoensing


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