6 Tips for Training Social Recruiters

Does your business have a plan for bringing on social and mobile recruiting?

Are you wondering how to work with experts outside the company while maintaining a consistent brand experience?

Check out the following eight tips to make sure your employees or contractors correctly represent your company.

#1: Create a Social Style Guide

Agreeing on a style for outward-facing content helps solidify your company’s identity and character, and is the starting point of good social employee training, because it puts everyone on the same page. Perhaps the biggest hurdle in creating a style guide is to define your company’s voice.

If you’re working business to business in, say, the medical field, you’ll likely want to employ a professional voice. But if you’re working drivers who spend most of their time every day in their cab, you can relax and crack some jokes. The point is to know your audience and create content with your audience in mind.

#2: Define Social Goals

When creating your style guide, keep your goals in mind. What are you looking for from your presence on all the social channels (Facebook, Twitter, LinkedIn, Google+)? Looking at each channel and their unique audiences differently is critical.

  • Do you want to get candidates and employees talking?
  • Do you want their feedback so you can build a better Talent Community?
  • Do you want your employees and candidates to advertise your brand for you by sharing your content?

Once you establish your goals, you can amend your style guide accordingly.

If your goal is to increase your Talent Community create wall posts that are interesting to the community and ask engaging questions.

#3: Set Parameters and Grant Freedom

No two people are the same, meaning that no two social individuals will or should write the same way. Having a style guide that defines voice doesn’t mean that you need to build a bank of terms and phrases for your employees to copy and paste, effectively turning them into bland robot parrots.

With your company’s overall voice outlined in your style guide, encourage your employees to be creative. To add depth to your company’s presence, have employees sign off on wall posts with their first names or departments.

#4: Have a Probationary Period

Practice makes perfect, and that truth certainly holds in the world of social media. A probationary period in which new employees respond to wall posts but first submit their responses to a superior prior to posting is a great way to get them up to speed. With direction and edits from the higher-ups, new posters will become accustomed to your brand’s style and voice quickly.

#5: Mandate Social Frequency

You wouldn’t leave a phone ringing indefinitely in your office. It’s poor customer service. For the same reason, don’t leave wall posts on your social pages unanswered. Unanswered wall posts are far worse than an unanswered phone call, because the customer’s/candidates request or question is out there for the world to see—with a time stamp on it. Don’t let your page’s visitors get the impression you don’t care about your candidates or customers for that matter.

Make it policy for your social media agents to engage on your social pages frequently—addressing all questions and concerns posted. The great thing is that this works both ways. Because your pages are public, you’ll experience increased customer loyalty when they see that your employees respond to all requests promptly.

#6: Team Up

Once your employees pass through the initial probationary period, it still isn’t a good idea to have just one person responsible for your social media presence. Teams with two or more can moderate, edit and sharpen each other, giving you a refined, robust presence.

To assist in getting your social recruiting off the ground or to improve it, let’s schedule a virtual appointment at your convenience. Simply reach me by email at jeff@sourcemob.com or by phone at 952-807-8364.

ABOUT SOURCEMOB: SourceMob links Internet, social, talent community and mobile recruiting solutions to help talent acquisition professionals recruit the very best candidates for tough-to-fill positions. SourceMob software distributes job content and conversations providing a job posting springboard to over 3.5 million candidate profiles on Facebook, LinkedIn, Twitter, Google+ and all of the major search engines. Our solutions also enable Mobile Quick Apply and candidate application management services to create efficiencies and lower recruiting costs.
Looking forward to hearing from you,



Jeffery Giesener





Twitter: @sourcemob



By Jim Belosic edited by Jeffery Giesener