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Do’s and Don’ts Of Social Recruiting

Social MediaWe all know that social media is fast becoming a powerhouse in the recruitment world. Those who can leverage it successfully are reaping the benefits of sourcing fantastic candidates quickly, easily, and cost-effectively. But, as with all recent developments, it can be difficult to get your head around at first. So, we have put together a few do's and don'ts to help get you started...

Do

Have an objective in mind

What are you hoping to get out of social media? It’s important to answer this question before you start posting. Maybe you’re looking for specific candidates for a particular role in mind. Or, you may be hoping to simply broaden your candidate pool, with passive candidates who may be valuable in the future. Whatever your goal, let it shape your activity on social media.

Use the opportunity to promote your brand

Employer branding is pretty high up everyone’s agendas these days. Social is a great way of promoting your brand as well as your vacancies, so make sure you take advantage of the opportunity. Simple things like having a well designed profile image, high resolution and including your logo gets your brand in front of every person who sees your posts. If you use Twitter, you can also change the colour scheme to match your company colours. It’s a small change that makes a big difference to your profile!

Share a variety of content

Posting vacancy after vacancy, and nothing else, will not interest any passive candidates not currently looking for work. However, by sharing industry news, images, interesting facts and inspiring quotes, you’re giving people more reasons for people to follow you than just job opportunities. This way, when a vacancy does come up you’ll have a large following of industry professionals to choose from.

Don’t

Try to use all social networks at once

Recruiters are busy people - don’t create yourself more work by trying to manage six social platforms too! LinkedIn is the obvious choice, but you may wish to compliment it with one or two other sites. However many channels you choose, just remember it’s better to use 2 sites well than 4 sites averagely.

Duplicate content on each network

We’re not saying you have to come up with completely separate content - just present it according to the channel. Facebook or LinkedIn, for example, allow for more detailed posts than Twitter, where you are limited to 140 characters. Stick to this limit - no candidate wants to see half a tweet with a link to read the rest of it - they will simply disregard it.

Talk at your candidates

Talk to them! Social media is about conversations, so ask questions, and enter into discussions. The former shows you are interested in what candidates have to say, and the latter is a chance to show off your industry expertise. Both of which will endear you to candidates and make them much more attracted to your vacancies.

How social media changed recruitment in 2011

Social recruiting is something of a hot topic and has become one of the buzzwords of 2011. It can, however, be difficult to know where to start or how to make sure that you get the most benefit from using web and networking sites. There is no right or wrong way to use social recruiting, however. It is a concept rather than a prescriptive way of doing things and as such, employers in many different fields are able to draw on the aspects of social recruiting that work for them.

Social recruiting is essentially a means of identifying and communicating with potential employees and building relationships with them. It is an additional tool rather than a replacement to traditional recruitment methods. It encompasses the basic elements that are required for any recruitment process, using new media as a means of attracting and carrying out preliminary vetting of potential candidates.

The web as a marketing tool
One of the simplest ways to embrace social recruiting is to use the web effectively as a marketing tool. By advertising online on websites that are relevant to the industry or field that you work in, you are able to target a much wider pool of people than by only using traditional methods. Twitter and Facebook can be a great way to advertise jobs, particularly if you work in an industry that is IT or media savvy.

For a more proactive approach to recruitment, it is possible to directly source potential candidates for roles that you are looking to fill. The website, LinkedIn is the largest user-generated database of individuals and holds information on employment history and skills as well as identifying whether the individual is open to approaches. This can be an invaluable way of identifying candidates with a background in areas that are important to you.

It is possible to take proactivity further and fully utilise resources that are already available to you. Many companies regard their employees as their greatest asset yet fail to tap into their knowledge and contacts when looking to recruit. Peer to peer recruitment can be an excellent method of identifying potential candidates. By using employees' social networks, it is often possible to identify candidates with similar values to those already employed. Additionally, such candidates often have a good understanding of the company culture from their existing relationships with your employee.

Degree of caution
This all sounds great but, as with anything, there are some drawbacks and a degree of caution needs to be exercised. Using social recruitment to attract candidates will only ever be successful if your target pool of candidates uses social media themselves. This can depend to a degree upon the industry you operate in. Unless you are employing in an area where aptitude for using social media is essential, it is important to ensure that you don't miss out on attracting excellent candidates. Continuing to use traditional recruitment methods is, therefore, important.

Additionally, whilst using social recruitment gives access to a much wider pool of people than traditional methods, it does not mean that any of them will be suitable for the role that you are looking to recruit for. It is, therefore, also important to have good search and screening criteria in place to ensure that your time is spent concentrating on candidates who have the potential to be right for the role you are looking to fill rather than sizeable numbers of those who aren't.

Notwithstanding these caveats, social recruiting is becoming an increasingly important part of any company's recruitment tools. Whether it is by advertising on social network sites such as Twitter or Facebook, targeting individuals via sites such as LinkedIn or by using employees' social networks, most companies will find that some element of social recruitment is beneficial to their own recruitment process.

Photo by The Next Web

Sainsbury’s recruits while unemployment climbs

Photo by Mark Hillary

Supermarket Sainsbury’s is planning to create 50,000 new jobs in the UK by 2020 as part of an ambitious £1b sustainability plan.

According to Sainsbury’s 20 by 20 Sustainability Plan, the supermarket will need to create more than 6,000 jobs a year to meet its target.

The retailer has also set out its intention to build on its existing work with Remploy, Mencap, Shaw Trust and Job Centre plus to provide work opportunities to 30,000 people from disadvantaged groups.

While there is hope of new jobs at Sainsbury’s, today unemployment in the UK officially climbed to 2.57 million.

According to the Office for National Statistics, the unemployment rate has now reached 8.1% – its highest level since 1994.

Centre director at The Work Foundation Ian Brinkley said: “The labour market figures released this morning are very troubling. The fall in employment of 180,000 in a single quarter is comparable to the quarterly losses seen during the depths of the last recession.

“The main mitigating factor in today’s figures is that total hours worked has remained stable, with most of the job losses being part-time. People still in work seem to be increasing their hours at the same time as the workforce contracts.”