Social media is last year’s news. If you haven’t begun to recognize the doors it opens for recruiting and employer brand building, you’re probably not going to. However, social recruiting is still worth talking about if the only thing holding you back is fear.
During a recent Society of Human Resource Professionals (SHRP) event, industry leaders shared their insights on social media best practices and trends. Specifically, keynote speaker and CEO of The LaSalle Network Tom Gimbel talked about generational differences when it comes to technology and how social can play into a larger recruitment strategy.
“Everything is a Tool”
It’s been said time and again, and the fact still remains that social recruiting is not a single solution to all of your recruitment or branding initiatives. As with any new platform, tool or trend, success is only possible when integrated as part of a diverse and well-researched recruitment marketing plan. And as Gimbel noted during his session, the problems stem from users who go to the extreme with a single tool.
The Generational Gap
While social media users come from a variety of age groups, backgrounds and locations, a generational gap still exists. Purpose and frequency of usage will vary, and many experienced employees still prefer more traditional job search methods. What this means for you is that your social recruiting strategy must be tailored to each unique candidate audience. Social may resonate with some but not others, and a well-thought out strategy will help you determine what’s best.
Social Recruiting Opportunities
So, once you’ve segmented your candidate audiences, what can you do with social? Gimbel mentioned seven unique social recruiting opportunities to choose from, including:
- Lead gen
- Keeping candidates warm
- Informal communication (less pressure)
- Just another touch point
- Keeping track of candidates
- Connecting with candidates already using that particular medium
Eliminating the Fear
Of course there are other social opportunities that exist in the recruitment space, including employer brand building, recruitment advertising and talent community engagement, but these are some of the basics that come with little risk. And by focusing on targeted segments, you can reduce the fear factor that comes with trying something brand new.
What’s your take on social recruiting and how did you overcome your initial fears when testing the waters? Share your strategies in the comments.
Image: Andrea Rose/Flickr