An efficient long-term and low-cost recruiting strategy- Social Recruiting
As we dive headfirst into the new digital era and our companies give in more and more into the newest and the most breathtaking technologies to pull themselves further ahead, human recruiters take a similar approach to speed things up. In today’s recruitment sector, experts take advantage of the benefits of social intelligence in recruiting and present us with a whole world of new opportunities and a mesmerizing horizon.
The term “social intelligence in recruiting” refers to various social methods through which companies can establish an everlasting bond with the potential recruiters, hire the best potentials, keep track of what’s happening in the modern digital realm, using every tool at their disposal in their way. In easier words, social intelligence comes down to acquiring the best talents through social networks including social media like Facebook, Instagram, Twitter, LinkedIn (other than job listing), and enabling your network and communities to refer and affiliate candidates while assessing the match.
The beauty of social intelligence rests in its ubiquity in every prospect of job acquisition; whether you’re a recruiter, a founder, a manager, a social media geek, a freshman out of the university, a causal jobseeker on their toes looking for a new job, or just curious, social intelligence gives you the extending social arms to poke through thousands of vacancies and potentials efficiently at very low cost.
But, Why is Social Intelligence in Recruiting SO Important?
Social recruiting is a long-term low cost and highly efficient recruiting strategy.
To be totally honest, the job market is changing rapidly, and although we went over this subject early on, still, we think there’s room for more fixating. Nearly ¼ of today’s job seekers resort to social media to be their communication bridge with the latest hiring companies and to give them all the information they need to know about getting hired.
93% of companies use LinkedIn for recruiting mostly stalking profiles and boolean stings whereas the candidate activity is in other channels — 76% are active daily on Facebook, 51% use Instagram daily. Only 18% of potential candidates are daily on LinkedIn.
People around you are 2 times better than you in assessing a job for you either the company or candidates. They know both of you and can bridge the communication up to 10x faster.
People are getting smarter the resume parsers in ATS and Job board platforms by cheating on keywords. Some goes the extra mile and study the comapny’s assessments and algorithms to increase their chance of hiring.
Social recruiting is performance recruiting. You got every single data on your dashboard to decide upon their effectiveness while paying out once you got the final result.
With an endless stream of groundbreaking companies steering the job market as they enter it, the quest for recruiting the best-fits gets more intense by the day. In such a tight and highly-competitive ambiance, the question shifts from “should we incorporate new social hiring method s” into “how and when to undergo such massive remodeling” to stay ahead of the curve.
Also, entrepreneurs should realize that this race won’t stop in the near future. As Millennials hungrily crash into social media by each passing day, in search of a worthy and safe environment workplace, the job market gets even more crowded and mixed.
Tips on Social Hiring
1. Build an Online Brand
Talk your brand up, build your legacy, establish your foothold, and do it all while you’re online. Doing such things will strengthen your digital presence and attract people to your well-known firm. The point of this practice won’t be strictly to sell your merchandise or brag off in digital conversations. Become an authority in your respective field and aim at selling your brand, ideas, and sharing your thoughts with your audience. If your followers trust you, they can help you to grow and expand even further into the depths of social media hiring.
Remember, your followers are lusting for a reason to hop on your ship and the reason for which is obvious; Millennials starve after the smallest bit to establish an emotional connection with a company. So, give them what they want. Be the safe space they seek so desirably and make sure they have a good time when they scroll to your posts or pages.
2. Set Your Goals
You can’t hope to be successful if you don’t know where you’re heading; in other words, if you don’t have solid and meaningful goals. It’s easy for businesses to go online and start to shape up a digital front for themselves, but getting lost in all the fun and adrenaline-rush is what makes companies lose purpose and sunk to the depth of a whirlpool called social media.
If you want to make an example of social intelligence in recruiting, you need to set your goals before all. Explain to the whole organization why you’re going online and what the ultimate goals are. As “Sprout Social” masterfully puts it: “ It’s easy for companies to get tangled up in connecting with candidates through a variety of platforms as you work on your recruitment strategy. However, if you start dividing your attention between dozens of sites without any pre-set ambitions, you’ll be setting yourself up for unneeded struggle. “
3. Get everyone’s Involved
If you’re planning to use social intelligence in recruiting, it’s a great idea that the words come out of someone who is a part of your culture. People are more likely to value the words of someone they trust over the writings of a company that is unknown to them.
Customers. Employees and your network of friends and like-minded people form up the cultural background of a company, and like all others, they retreat into social media platforms as soon as they get back home and kick off their shoes. So, give them something to brag about and to show off for a full-day of hardworking. Encourage them to talk honestly and share their working experiences and thoughts with other same-minded people who follow them.
How? Get the best use of QPage to design a reward plan and engage your network, while checking their performance and efficiency and manage the payout. You can automate your recruiting and selection process workflow by designing events to be triggered automatically either to a machine-led interview, scheduling a call or a meeting, assessments, and more.
Building up a kind of social media policy would be very handy as well in these types of promotions. It’s easy for things to get out of hand, and the employee-based-social-media growth spring backlash in your face. To avoid such misfortunes, try to establish social boundaries with your employees and ask them not to share everything.
4. Social Media; Opportunities and Issues
There are two sides to social intelligence in recruiting on social media platforms. Opportunities, which by now you should’ve gotten a good handle over, and issues regarding the brand image.
Creating your company’s official page/forum is the way to go, and it’s filled with excitement, energy, and in most cases, uncertainties. However, these uncertainties and issues sprouting from stepping into a new world are not always bad.
5. Keep Your Audience Amused and Engaged
Spending time building brand reputation, hopping on different social platforms, and motivating employees to be your advocate won’t mean a damn thing if you can’t keep your audience engaged and coming back for more.
The first thing on the agenda will be to truly open up a channel with followers, and not a one-way road. You should be open in a social atmosphere and allow the followers to state their minds and connect with you.
The second thing would be not to stay monotonous. Don’t merely focus on job-related posts and information and try to mix things up a bit. Remember that social platforms are vast fruitful lands where people of many backgrounds and preferences are always looking for content more tasteful to them. You should make a strive to capitalize on viral social events, striking up conversations with followers over these subjects, keeping them engaged, and on the hook.
You should always be present in the midst of different conversations, sending a clear message infused with your brand tone to get more people to notice your work. As a result, job seekers will start to engage with your content and value your brand quality, and possibly share it with their friends or colleagues.
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