We’re fully into the summer wedding season, so think back to the last reception you attended. Regardless of the type of music played, the bride probably didn’t pop in her favorite romantic CD and let it repeat all night. Instead, there might have been a DJ (or at least an iPod shuffle) running the show. Armed with variety of feel-good hits, you undoubtedly heard a blend of YMCA, Lady Gaga and other crowd favorites specifically chosen to appeal to guests age 15 to 50. Like a DJ, your social recruiting mix should have something for everyone and blend seamlessly to deliver a continuous experience for your audience.
The Great Social Recruiting Debate
While there are still no hard and fast rules for sourcing via social media, everyone seems to have an opinion about which network produces the highest ROI, results in the most qualified talent and where candidates prefer to be contacted.
To make things even more confusing, there are survey results, statistics and testimonials that support nearly every angle: candidate profiles are easier to find on Google+ than on Facebook, some candidates are only active on Twitter and LinkedIn is used more than all other social networks. The debates go on and on.
Why Mix?
Facebook has the largest audience in one single location, but it’s not the one-stop social recruiting shop. Like listening to the same CD continuously for hours, participating in just one online network connects you with a limited job seeker audience – and limits diversity in your talent pool.
For example: LinkedIn is primarily used as a professional networking site, but passive candidates may not have profiles set up. Additionally, candidates in certain professions are less likely to a have an online “resume” on LinkedIn and more likely to be active members of Facebook groups and niche social sites.
Mix Social Networks Generously
So, with the continuously growing number of options for social recruiting, how do you choose? The answer is: you don’t have to.
While the cost of one posting on a major job board averages from $200-$400, most of the searching you can do through social networking sites is free – not including online display advertising, premium accounts and other options you can budget later on.
Whether it’s your first go at social recruiting or you have previous experience with one or more of the major sites, it may be time to reevaluate your strategy and broaden your horizons with social media. Keep your budget for job boards, referral programs and SEO separate. But, give Facebook, Twitter, LinkedIn, Google+ and other social networking sites an equal chance to work for you.
Choose Sites for Specific Hiring Needs
Instead of waiting for proof that one site is the best for social media recruitment, experiment to determine which platforms produce the most quality talent for your specific hiring needs. Listen first to determine where your target talent is most active, then get out there and Tweet, add or join in with what could be your next top candidate!
Image: Club Dance Mixes
Author: Autumn McReynolds
Autumn McReynolds is a master of communication, and with two years in the recruiting industry and over five years of experience in journalism and content creation, she was thrilled to take her career in a new direction as a Blogger and Content Strategist focused on talent acquisition in the digital age. In addition to writing, Autumn spends her time managing social media accounts for business and pleasure. Follow her on Twitter @AutumnMcRey.
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