designing your social media recruitment strategy

Designing your Social Media Recruitment Strategy

Key themes your strategy should cover

• Transparency• Conversation• Wisdom of Crowds• Data is Key• Speed• Reuse• Rich User Experience

Copyright Inspecht Pty Ltd

A word of caution...

• The astute may feel many of the items on the following slides are already incorporated into their recruitment process.

• The trick is making it real. That is the hard part.


Transparency

• Letting prospective applicants understand what it is like within your organisation

• Ensuring candidates are kept aware of their progress

• Don’t sell what you don’t have• Don’t “sugar coat” or “astro turf” your entry

into social media, keep it real, otherwise you will be labelled a Sock Puppet

http://en.wikipedia.org/wiki/Internet_sock_puppet Copyright Inspecht Pty Ltd

http://en.wikipedia.org/wiki/Internet_sock_puppet

Conversation

• Candidates are human, so treat them that way• Interviews should be conversations, not

interrogations, even panel interviews• Remember there are no smart companies only

smart conversations


Wisdom of Crowds

• Use the web to find good quality people• Don’t use the web as the only source of

background checking• Use referral networks to find candidates• Allow non-employees to comment on your

recruitment process


Data is Key

• Data might be key, but controlling what is said is not the best solution

• Use technology to find the best candidate• Mine your talent management system to

uncover “rock star” talent inside and outside your organisation

• Protect the privacy of candidates, but that does not mean ignoring them

• Use your data for good


Speed

• The best candidates move quickly, and so should you

• Corporate delays will cause you to end up with second rate hires

• Your Internet site should be quick and easy• Your process should be quick and easy


Reuse

• If you say you will keep the resume on file for future roles, make sure you use them

• Use your networks to find new candidates• Don’t forget your internal employees, they can

find candidates and are also potential candidates

• Leverage the marketing team to enhance your employer brand


Rich User Experience

• The experience of every candidate needs to excel, regardless of if they are hired

• Ensure your internet activities are rich and inviting

• The interview process should be enjoyable• Don’t drop the ball with the on-boarding/

induction process


designing your social media recruitment strategy

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