Social Recruiting – The Next Hot Trend
Social Recruiting – Everyone’s talking about it – no one’s doing it!
What is Social Recruiting?
Social Recruiting is using the various social networking sites, such as Twitter, Facebook, and LinkedIn to improve the flow of top talent for current and future positions. This post is an introduction to some of the benefits and tactics of using Social Recruiting to find candidates, such as sales professionals, create an employer brand, and present your company in a positive light to attract candidates who already have a good job. Leveraging Social Recruiting also allows you to engage with potential candidates for future roles by engaging, nurturing, sustaining, and communicating over a period of time to create a Just-in-Time recruiting pipeline.
In subsequent blog posts, we’ll delve into each of the various services, tools, and techniques you can leverage to begin attracting top talent.
What are some of the benefits of using Social Recruiting to find and engage with top talent at every level in your organization?
– The activities do not have to be centralized in HR. All Hiring Managers and Executives can participate
– Inexpensive or FREE
– Easy to learn the proper techniques and tactics
– Simple to implement
– Low time investment
– Branding, PR, and marketing side benefits
– Creates a powerful recruiting message (also known as employer branding)
– Ability to engage with future high potential candidates
Sounds almost too good to be true. You’re probably wondering “what’s the catch”. It cannot be that simple.
The good news is that using Social Recruiting to find, engage, develop, nurture, sustain conversations with top talent at every level is truly that easy. Of course there is a small learning curve. Of course there is an initial investment to get everything set up properly. Of course it requires the involvement and participation of your hiring managers and executives.
If it’s so easy to get started, why haven’t you begun moving down the path of implementing Social Recruiting in your company or organization yet?
One of the greatest benefits is that you can STOP paying expensive recruiting fees – particularly when you can do much of this work on your own.
Most of you know that I make my living primarily through executive search. This might sound like I’m cutting off my future incoming stream by recommending you start using Social Recruiting instead of recruiters. I’m going to suggest that most companies waste a lot of money on recruiters for positions they could have easily filled through Social Recruiting.
These techniques are so powerful that my partner, Brad Remillard and I will begin in August offering a series of webinars on using Social Recruiting. Our first one will be “How to use LinkedIn to Find Great Sales Professionals.” We’re excited about this webinar series and we’ll be structuring a series of tools (FREE of course) for Vistage Members to use in establishing and building their Social Recruiting capability.
What are some of the tactics and best practices available to you for Social Recruiting?
– Blogging – especially having employees share their successes and joy at working in your company
– Forums and Discussion Groups – featuring stories about the contributions your employees are making to your company
– LinkedIn – Strong Branding through a profile, audio, powerpoint, case studies, Q&A, active participation in groups
– Linked and Facebook – searching for potential employees
– Twitter – Job Postings
– Industry Sites/Trade Association Social Networking
Are you leading your industry/business segment in using these tools?
What steps have you taken so far in implementing a Social Recruiting Strategy?
Do you have any good success stories to share with other Vistage Members?
Are you wondering where and how to get started?
What’s the one thing you need to know to get started on implementing a Social Recruiting Strategy?
IMPACT Hiring Solutions
P.S. You’re probably wondering “what the heck is Barry talking about when he mentioned a Just-in-Time Recruiting Pipeline?” A JIT Recruiting Pipeline is a process of developing a candidate pool of top talent long before you need to make the hire. It’s done through connecting, networking, engaging, communicating, and nurturing. Social Recruiting and Networking is tailor-made for Just-in-Recruiting.