Okay, now that you have a lot of the goods down on why social recruiting is awesome, there are also a few mistakes your company and teams can make.
But don’t worry, It happens as nothing is completely full proof!
However, if you are aware ahead of time of the social recruiting mistakes, you have a better chance of avoiding these issues or catching on much faster to correct them.
Failing to be authentic:
People are already bombarded with content and messages from big brands. Competing with them is not going to work and recruiting departments that use their social feeds just to blast out jobs is not very effective.
Use social recruiting to make an authentic connection with candidates, not just posting open jobs. You want to start an online dialogue and start a relationship, without spamming them career pages. You’ll find people are more receptive to your content and brand.
Not having a social recruiting strategy:
Like any other company initiative, you need to go in with a plan. There should be the overall plan adopted by your recruiting team and there can be individual strategies for specific recruiters.
It doesn’t need to be overly complicated or take months to create. Instead, it should analyze why you are recruiting on social , what you plan on sharing and why, and what you are measuring for ROI of your social recruiting efforts.
Not monitoring your branded social mentions:
People hashtagging, tagging you, or just typing your brand name in general text online should be monitored too.
This gives you insights on what people are saying (good or bad), who is talking about your brand, how often your brand is being discussed online (is it growing?), etc.
It’s a great way to interact with those talking about your brand, put out any employer branding fires if that were to happen, but also start engaging with those in a personal way.
You can this on social media accounts and places like Glassdoor.
“It takes 20 years to build a reputation and five minutes to ruin it. If you think about that, you’ll do things differently.” – Warren Buffett
Not having quality content:
Having the right content for social recruiting is critical as it’s what can attract people to your company and the brand. This means everything from blog content, videos, cool visuals, work culture content, user-generated or employee-generated content, etc.
It doesn’t need to just be open careers. But it is important to know what kind of content will best appeal to candidates you want to attract. Add thoughts and copy to what you share to show your personality and that you are human.
Lastly, your content must be quality. You don’t need to post 25x a day trying to stay at the top of the feeds.
Not involving other employees:
While your social recruiting strategy might be owned by HR or recruitment teams, that does not mean they are the only ones that should be involved. Certainly, it is more of their responsibility to take ownership, but other employees can and should be involved too.
Recruitment teams only have a reach so far, yet other employees have untapped networks of potentially great candidates. Giving others the ability to share some HR or employer branding content can be extremely impactful in growing the talent reach.
This is where employee advocacy for recruiting becomes essential.