In today’s digital age, being an active voice on a variety of social media platforms is essential. Meet your customers where they already are, and give them a sense of your company’s personality and work life. By effectively engaging with your audiences, you will be well on your way to turning customers into candidates.
Enjoy!
SOCIAL MEDIA RECRUITING – BEST PRACTICES
Every organization needs a comprehensive social media strategy to remain relevant in today’s digital age. Just as when you add any new technology to your organization, there should be a set process and best practices that are also put into play. This is particularly true when it comes to utilizing social media.
Keep these three goals in mind when using social media for recruiting:
1. Build your company brand and demonstrate your corporate culture.
2. Build a relationship with customers, active and passive candidates, and strengthen your relationship with existing talent.
3. Be relatable to active and passive candidates, and invite them to engage with you.
When using social media to build your brand, demonstrate your work culture by bringing to life the human side of your organization. Showcase company events and volunteer work, or create day-in-the-life videos of everyone from executive management to administrators. By giving potential candidates a sense of what it would be like to work at your company, they will be more likely to engage and consider submitting an application. When creating posts, be clear, concise, and avoid using jargon or lingo.
For maximum exposure to top talent, you should have a company page on multiple social media platforms, not just LinkedIn. If you are unsure what your company page should look like, or the types of posts to include, check out your competition or other organizations within your industry. This means that your organization could have up to seven active social media accounts. To remain relevant, all of these pages will need to have fresh content on a weekly, if not daily, basis.
Managing this number of social media accounts can seem overwhelming. Hiring a social media expert is the best way to handle it all. This individual will understand what content is most appropriate for each platform, and what the overlap should be. However, if you are not ready to commit to hiring someone, there are tools available that will allow you to schedule posts on multiple platforms. Online tools such as CoSchedule, Buffer, or Hootsuite are user-friendly services that many large and small organizations use to manage their social media.
Regardless of how you decide to manage your social media, ask your current team members to follow the company page and share posts. This will quickly build up your following and help attract top passive talent.
A social media presence on all of the major sites, such as LinkedIn, Facebook, Twitter, Instagram, and Snapchat will give you a competitive edge when it comes to acquiring talent.
Have you lost a great candidate recently to a counter-offer? Maybe you lost them to a competing offer? The competition for exceptional talent is at a fever pitch right now. If your interview funnel has been less than satisfactory and your pool of qualified talent is drying up I invite you to a complimentary consultation on how to attract great talent on a consistent basis AND how to procure them so you don’t lose them to competing offers. I promise that in our call together you will leave with 2 or 3 ideas that will greatly impact your ability to find, attract, and procure the top 10-15% of the candidate pool on a consistent basis.
Vincent Scaramuzzo is the President of Ed-Exec, Inc. A leading Education Search Firm. He is also a contributing author to various education publications regarding Academic Search. As a specialist in the education field for over a decade, Scaramuzzo works nationally. He can be contacted at vincent@ed-exec.com 860-781-7641.
*Not all articles are original works of Vincent Scaramuzzo or Ed-Exec, Inc.*