So, in both types of searches, online tools have become invaluable. But while tweeting out a call for a good real estate agent is fairly straightforward, using social media for recruiting has nuances that, if overlooked, can render the process far less useful. Here are a few key pointers from experts in the field to remember when getting started.
1. Early Start
Twitter Just a link to a job offer could get some viable candidates, but for sure it really is reaching its target audience is important to cultivate your personality as an employer from the beginning. "Recruiting is seeking social commitment and have conversations with people before you even think of you as an employer," says Bruce Morton, director of marketing for Allegis Group Services, a company that provides human resource consulting. Morton also suggests that recruiters can "learn a lot from the consumer industry" in terms of marketing. In this analogy, your business is your brand, and the work available is one of the many products you offer. Keep this in mind when growing a social media presence for the brand that ultimately will include job postings.
2. Know your audience
These days, rare is the exclusion that has prevented the creation of a profile on Facebook. But just because the potential candidates have a presence in a particular network does not mean that the site is suitable for use as targets. Debbie Fischer, human resources manager for the Campbell Mithun advertising agency, found great success using Twitter as a recruiting tool for summer interns. But he warned that "we must consider what types of roles they are recruiting for," because while college students can be open about their job search, more experienced nurses do not feel comfortable sharing publicly that it is considering a change career. For the types of roles, Morton says that LinkedIn can be a good place to start, because, as he says, "what LinkedIn has done is given people permission to put your resume online," without fear of repercussions current employers.
3. Get Creative
When making the foray into the social contract, they are entering an area where both active job seekers and passive and are receiving a huge amount of information on a daily basis. So for best results, your message has to stand out enough to make people take notice. In addition, the presentation of their job in a creative way allows companies to display more information about their personalities and organizations, which in turn helps potential candidates an idea of whether culture is probably a good fit.
This year, Campbell Mithun hired by his "Lucky 13" internship program through a process that requires interested parties to apply by submitting 13 tweets over 13 days. Due to its novel use of social media, the campaign won national news media as AdAge.com and Mashable. Even a direct job description can spread like wildfire in social networks, if you write in a way that sparks discussion, as this ad for a Florida newspaper readers are refreshing for its frank and funny . And if you have more resources, you might consider creating a short video, and companies like Facebook have done, to present his material in a more attractive. Morton said that when Gen Y talent search, recruiters can not assume that the candidates to read a page of text, "but you'll see a video."
4. Be open on Back
Search candidates through social channels means you will be asked to share information with you through public possibly means. For the process to work, employers must be willing to share information, and (while, of course, carefully and closely monitor any personal information you may have about their candidates.) Morton said some employers expressed strong resistance to put posts on Twitter, when in fact, the ads in question are on Twitter through unofficial channels anyway. For Campbell Mithun, the capstone of a successful recruitment process of social media-driven was beginning to show people with talent, young expert on the Internet that he has chosen. Kristine Olson, director of corporate communications agency, had a communication strategy in place that was designed precisely to use social media channels to share the results of the campaign, noting that the human resources team "had to be a more open process that allows us to know who we were recruiting. "