Social Recruitment Strategy

Social Recruitment Strategy to attract the most suitable talent

Any Recruitment strategy for a company must include a consideration of how to drive the recruitment process successfully and efficiently. With the endless amounts of information and people out there on the internet, it has never been easier to reach potential candidates, but how do you best discover those hidden talents, and more importantly the right people for the job?

Good luck!

This is what social media effectively achieves.

It makes uncovering talent easier as individuals can be targeted easily and frequently. Before you know it, potential employees are being sought after only through social media the way they choose to share their opinions and experiences.

As a Recruiter or HR Professional, there are a few things you can do to optimize the process and ensure that social media plays an active role in the Recruitment process, and one in which you have effective communication with the individuals you need to contact.

One thing to remember about social media is that it is a powerful tool but it is only as good as the ways in which you use it to obtain the individuals’ attention, and in discovering who they are, not through the traditional methods of a recruitment agency.

Active vs. passive

First, understand the difference between active vs. passive forms of social media in your company’s strategy.

In terms of recruiting, active recruitment is the use of social media to obtain a candidate’s attention and encourage them to send their CV/application via Facebook, Twitter, link sharing etc. for the chance to be invited for an Interview.

In the Recruitment industry, ‘active’ means using social media to receive Applications from candidates.

For example, an Engineering Recruiter using social media might post a job description on Twitter, saying “I am looking for a development position. Apply if you have experience with X and Y.”.

This does not guarantee that you will get access to all the most relevant candidates, but it will increase your chances of getting the right candidates to apply for selected job roles.

It means that you will no longer need to spend time on the relatively small number of people who are able and willing to match the requirements of particular job posts. It also depends on how ‘in the loop’ a candidate is in their company, what industry they work in, what sort of role they are seeking, and extent of their network within that industry..

Recruiters should remember that their main purpose is to seek CVs of candidates ready for interview. If you rely solely on social media sites like LinkedIn to attract candidates then you risk missing the opportunity to interview a candidate whose experience may not be as developed as you would like.

Who interviews?

Understanding the role of recruiters in the overall recruitment picture is not effective if you do not understand how they are recruited.

Think about who ends up being involved in the process. Does the first person who hands you the CV end up being the Recruiter, or someone to whom you would normally ask for an interview?

Depending upon the level of job discounts offered by your employer, a recruiter could be paid several hundred dollars per candidate. If that is the case your efforts will be wasted.

100% of candidates will not contact a recruiter.

After assessing 100% of candidates and determining that they would not contact a recruiter, there is still a small chance that you will be able to contact the Recruiter in the majority of cases.

In order to make it easier, we have developed a five-point qualified candidate specification. This can be found on the Professional Recruiters website along with the description of the five points:

  1. Experience
  2. Displayed achievements
  3. Papers, Magazines, Newspapers
  4. Any special training or additional course work
  5. National Stock Exchange and media appearances

As a Recruiter, you should look for a job that displays all of your points. It may not be necessary to have all 5 of your points on your CV but it is good practice to have your 5 main points specified as required. This will ensure that you can easily apply your skills to the job and that you can easily explain why you are the best candidate for the role. In some cases, a lack of experience may be overcome by including keywords in your key skills, in which case you should be conscious of including these in your cover letter as well.

It is worth remembering that the most junior member of staff is sometimes more familiar with the procedures required to fill a vacancy than the Recruiter. If you find that you are not capable of filling a vacancy being filled by a Recruiter, the Recruiter may be the one to know the process of communication with the employer and you may be able to step into the role of communicating with the Recruiter.