6 Simple (But Effective) Ways to Get More From Social Recruiting
By now, you are probably fully aware of why you should have a social recruiting strategy, and I bet you have one to some extent in place. But just having a strategy versus actually having one that makes an impact are two completely different things. At the end of the day, what is the point of using social media for recruitment if it doesn’t accomplish anything?
Creating a social media recruitment strategy that drives conversions and results is no easy task. As a matter of fact, it is pretty daunting, which is why so many teams just stick to the status quo. But in 2016 that isn’t good enough. Luckily, improving your strategy might not be as difficult or time-consuming as you might think!
We’ve compiled a list of 6 things you can do this week that will instantly help your social recruiting strategy.
1. Align Your Recruiting Actions With Your Marketing Team
One thing that recruiting can do to improve their entire strategy (not just social media) is talk to and work with marketing. Chances are they manage the corporate social media channels for your company and have plenty of tips to help you improve the content you share.
They might also be able to aid in your content sharing by creating new things for you to share, especially images and videos. Working with your marketing department can have plenty of positive impacts for your recruiting team, and is as quick and easy as sending an email. It’s time to bridge that gap…this week.
2. Audit the Type of Content You’re Sharing (Quality vs. Quantity)
If you’re unhappy with the amount of engagement (or lack thereof) with your recruiting social channels, it is time to take a look at what exactly you’re sharing with your audience. For starters, if you are only sharing jobs, I can guarantee you’re missing out on conversions and costing yourself followers.
Instead, try mixing in actual content with your job postings. Images and videos go a long way to increasing engagement. Also be sure to do some research on any industry-specific hashtags that are popular on Twitter and Instagram. You’d be surprised how much this can make a difference.
3. Optimize Every Social Profile that Matters to Your Candidates
Here is an area where partnering with marketing can make a huge difference. You want to make sure that if a job seeker stumbles across your LinkedIn or Twitter profile, it’s a complete profile. That means you have a professional looking photo, banner image, and a detailed summary. This is something that can easily be done in a few minutes.
4. Set a Few Short Term, Measurable Social Recruiting Goals
Even with social media, data-driven recruiting is important. How do you know if your social strategy is working if you don’t track and measure your efforts? A good way to start is to set short-term goals: total Twitter engagements, net-new LinkedIn followers, and website visits from social media.
Most social channels offer their own built-in analytics that will give you engagement and follower numbers. As for website traffic, Google Analytics has a Social Media section that will tell you which social networks brought in the most website traffic, as well as specific links that drove visitors. This might be another area where reaching out to marketing will help.
5. Create a Weekly Social Recruiting Standup Meeting
Starting a weekly 15-minute meeting to discuss what is and isn’t working with your social recruiting efforts is a great way to optimize your strategy. Knowing what one person is doing that results in high engagement compared to what another is doing that leads to little engagement can help you adjust your overall strategy. It is also helpful to receive input from your entire team. The social media landscape is always changing, so discussing how to improve will help your entire team.
6. See What Your Competitors Are Doing (and Do it Better!)
One of the best things about social media is that you can check out what other accounts and companies are doing. During one of your weekly social recruiting meetings, create a list of competitors and then go look at their social media accounts. Take a look at what they are doing, the type of content they are sharing, and then work on ways to do it better! At the end of the day, their social recruiting channels are going after the same candidates as you. Having better social networks than your competitors is a great way to get more eyes on your brand!