Social recruiting is exactly what it sounds like – sourcing job candidates through various social channels like Facebook, Twitter, Google+, email, and Mobile platforms.
A lesson you may have already learned is that searching for passive or hard-to-find candidates can feel like searching for a needle in a haystack.
Tip #1: Differentiate Social Sourcing and Online or Job Marketing.
You don’t want to treat social recruiting like traditional online job marketing. Social Sourcing is not about postings jobs into you social network marketing pages via your Applicant Tracking System (ATS).
Social recruiting is a new game changer. Why?
- It is about seeing your recruiting efforts from your candidates’ point of view.
- It is about pushing your jobs to social career pages (not company marketing pages).
Tip #2: Be Social.
That sounds obvious, right? Being social means having engaging and having conversations with your employees and candidates (both of which will help you fill your talent pipeline). In fact, current employees – with their social and mobile networks – are one of your best sources of referrals for your open and hard-to-fill positions.
Do not forget about your external candidates and their ability to share your jobs to their trusted networks. Both employees and external candidates can help drive social engagement outside of your ATS and into your Talent Communities.