3 min. read
Some of us have such great skill for self-promotion on social media, it practically has Olympic sport potential. We develop milestones and goals for ourselves, and go after them with razor-sharp precision, taking breaks only to hydrate and analyze our work. We incorporate new tricks into our routines like competitive figure skaters, except we work with industry specific social chats, vlogs, infographics, and a mountain of eye-catching images.
I watched some guy the other day sending out a video from his car on his way to work, where he talked about social media trends and strategies while he weaved in and out of traffic. Talk about a triple Axel with a lift! I felt like I was watching his next fender bender in progress. Very exciting.
In this swilling sea of “LOOK WHAT I CAN DO!”, it seems natural to locate the best of the best and decide if they’d be a great job candidate. When interviewing recruiters, Jobvite asked what had improved since implementing social in the recruiting process, and candidate quality was number 1. Candidate quantity was a close number 2, so the applicants are getting better, and it’s still a competitive market.
How to use a social media management platform for hiring
Social media allows recruiters and employers the opportunity to get a 360-degree view of a potential employee’s professional history, personality, and priorities without even having to start a conversation. We’ve put together a few points on how to incorporate recruitment into your social media management practices:
- Set social listening parameters: Setting up listening projects can help you locate candidates. Determine what keywords will help you find a potential applicant with the right set of skills and experience.
- Use your employee’s networks: In 2014, we created an employee advocacy app, Inspire, to help our customers tap into their employees’ social networks, and extend their reach. It distributes content from the Falcon platform into a very easy to use mobile app. When hiring, your employees are a fantastic resource for bringing in new talent, and to spread the word about your company!
- Use a social media management tool to leave internal notes/comments for anyone who reviews the same information, and assign posts to team members to review for specific positions. The great part of using a unified social media management platform for recruitment is that it consolidates activities, and lets you share them with others within your organization, from one centralized location.
- Schedule job posts on the channels where your potential hires engage, to free up your time for the rest of the hiring process. LinkedIn is still reigning supreme as a great site for recruitment, and by scheduling your job content for any time of the day, you can be met with contacts from qualified applicants when you arrive at your desk in the morning.
- Schedule non-recruitment related content to give candidates a strong sense of who you are as company, and how you work. With the pre-screening capability that social media offers, social media recruitment can match you up with a candidate who would be a great fit for your team, before you even receive an application.
Online retailer Zappos has a secondary Twitter account, “Inside Zappos”, that only offers a look what it’s like to work for the company. They just hosted a Twitter chat and asked employees about what motivated them, the location, and the benefits to start a discussion, and provide viewers with a direct look at the environment.
Remembering to show potential new employees your company culture will attract like-minded team members, and help you bring in a staff that will be happy to stick around for a while!