Ten Tips to Social Recruitment for Small and Medium Sized Businesses

1)    Have a social media strategy that engages with the public, which is clear in its goals, coordinated, and is an integrated part of your business strategy. With the right social media strategy in place recruiting through social networks will be an easier process.

2)    The best talent out there probably will not be looking for a job so it is very important to be engaging with potential employees (which could be anyone) through social media. Build trusting relationships and don’t be afraid to be different, you need to be noticed and stick out from the crowd. Use social media to provide knowledge and expertise to become an authority in this area. This will greatly help in earning trust and make it much easier to attract engagement.

3)    Recruitment is a journey not a destination. Use software that allows you to build your own talent pool. There are two huge advantages to doing this; one, you can manage, rate and store the people who apply for positions at your organisation and two, you can add potential employees into your talent pool that you engage with through social media and the real world. Having a resource of talent to call upon saves you time and money, taking your business in the right direction with the right people.

4)    Taylor your communication for the different social media channels and their audiences. Do not use a ‘one-size fit all approach’, broadcasting the same message across all social media channels. Test the different social media platforms to see which work best for you.

5)    Profile who you are targeting: Some of the best talent out there wont be looking for a job, so how do you find them? Do some research on who your potential employees admire and do they follow these individuals on social networks? Where would they spend their time on the Internet, what social network groups are they part of? What are their learning interests? Once you find the right candidates put them in your talent pool and start engaging with them.

6)    Be subtitle, use an indirect approach to gain access and earn their trust. Directly posting jobs at them is a mistake, invest time to engage your targets. This will give you the opportunity to get to know their interest, skills and ambitions. Don’t preach how great your company is, let them make up their own mind. Make it easy to access blogs, news and video’s on your organisation that give a personal insight to your business, no propaganda allowed.

7)    Be aware of who is the main influencer your target turns to for advice. Be prepared to sell to these influencers too, winning them over could be half the battle to getting that rock star employee you want. Make sure you are engaging these influencers on social media too.

8)    Provide guidance to your employees on social recruitment. If you have employees leading your social recruitment campaigns make sure that they have clear guidelines. It could be a costly mistake to assume that employees know how to recruit on social media even if they are proficient in using social media.

9)    Use a good Applicant Tracking System that will allow candidates to apply through social media channels and help you quickly manage the application process with ease. In today’s world it is important that potential employees can use their LinkedIn profile to apply for positions.

10) Make sure that your website is user friendly to smart phones and tablets. With smart phones well on the way to overtaking the desktop PC you do not want your social recruiting efforts to go in vain if potential employees get frustrated navigating your site on their iphone.