best practices Social recruiting: Five tips to improve efficiency and get better results

Transcription

1 best practices Social recruiting: Five tips to improve efficiency and get better results

2 Social recruiting is just one aspect of a multi-channel recruiting strategy, but it s one you can t afford to overlook. With more than a billion users on Facebook and 200 million on LinkedIn, social networks are a great way to diversify your recruiting strategy and take advantage of social communities. But social recruiting is about more than just having a Facebook page or tweeting job postings. Done well, social recruiting can increase your reach, improve the quality of your hires, and reduce your sourcing costs. Read on for five tips that will make the most of your social recruiting efforts and get better results. 1. Take ownership of your company s social media Too many companies make the mistake of allowing recruiters to own the company s social media relationships by posting jobs using their own social media accounts. Not only is this manual process labor-intensive, but since recruiters often have overlapping social networks, potential hires may be getting multiple messages from multiple people. Worse, when recruiters leave your company, they take their social networks with them and you need to start building communities all over again. Instead, your company should own its social recruiting networks. Recruiters can then leverage these networks to post jobs and communicate with candidates. As a result, your company has a single go-to destination for every social media network, and even if recruiters leave, you keep your network. 1 Facebook quarterly earnings report, Q1 2013, 2 LinkedIn blog, January 9, 2013, 2

3 2. Automate social media marketing Once you set up your company social networks, you can automate posting jobs to those networks via RSS, XML, or applications that can post dozens or thousands of jobs every day. This frees recruiters from time-consuming manual posting to give them time to add value by providing more details about individual postings or forwarding them to targeted members of their own networks. Candidates who respond to postings are automatically directed to your career site and applicant tracking system, so you can easily track visitors, applicants, and hires. 3. Create your own private talent community Once you can automatically feed jobs and job information to your social networks and draw candidates to your career site, it s time to differentiate yourself from your competitors. Being connected to potential hires through LinkedIn, Twitter, and Facebook means those companies not you own the relationship. There s little opportunity to differentiate, since you don t own the application and your competitors can see what you re doing. Creating your own talent community is the next step. If you ve done a good job providing enticing information through standard social media channels, getting your contacts to join your private talent community should be easy. Engage new or existing contacts with value-added services, such as matching new jobs to their LinkedIn profiles and sending them a private message. It s better to proactively push relevant jobs to qualified members than having them troll your career site or job boards. Social referral tools that let members easily refer friends for particular opportunities extend your company s reach by letting postings go viral. Offer members a referral fee when you hire their friends to further grow your network. And because most candidates sign up with their personal addresses, you can continue to market jobs to them over time, growing your brand and nurturing their interest in your company. 3

4 4. Track and analyze your social media engagement By aggregating and analyzing all your social media interactions you get valuable feedback that helps improve the social recruiting process and make it more efficient. Knowing the exact number of visitors, subscribers, applicants, and hires helps you decide how to spend your social recruiting time and budget. For example, if an analysis finds that you fill 80 percent of your entry-level jobs through Facebook, but almost none through LinkedIn, you ll know to promote jobs for new graduates more heavily on Facebook. But analysis should go beyond social media marketing. Automated analysis tools should be able to correlate data from your social media pages, your private talent community, job boards, and your career site and applicant tracking system. For example, your analysis tools may reveal that engineering hiring is increasing through referrals, but shrinking from more traditional job boards. Ideally, you should be able to analyze social recruiting data together with other types of recruiting data and other HR applications, such as data from performance applications. For example, you may find more of your top-performing marketing employees are coming through Twitter. Analysis will help you place more emphasis on channels that are producing better results (that is hires, not traffic!), while giving you the opportunity to tweak, or eliminate channels that are not performing as well. 5. Regularly review your strategy With social media s fast pace of change, you can t afford to sit on your laurels. What worked last year may not work today. New channels regularly open up and candidates shift their loyalties. Only by collecting sourcing data from all your channels with a consolidated platform and adding data from hiring statistics and performance reviews, can you make good decisions about where you spend your recruiting dollars social or otherwise. By also tracking recruiting trends over time and adjusting your strategy appropriately, you can make sure you don t waste advertising dollars on efforts that aren t working. Summary Social media is a small but growing part of a well-rounded recruiting strategy. What if you had a solution that helped automate your social media recruiting efforts, while also providing dashboards to track, analyze, and improve your results? Contact SuccessFactors today to find out how to make the most of your social media recruiting. 4

5 About SuccessFactors Recruiting SuccessFactors Recruiting optimizes workforce performance by getting the right people into the right roles faster. The world of recruiting has undergone a significant shift, with an explosion of new tools and channels to find candidates. Most traditional recruiting solutions are only addressing a part of the challenge selecting the best candidates. SuccessFactors Recruiting is the only solution that is designed to help you attract, engage and select the candidates that will drive business results. We do this by combining an intelligent and social Recruiting Marketing process with a mobile and collaborative selection process to create the only Recruiting Execution (Rx) solution on the market the prescription (Rx) for better hiring. About SuccessFactors, an SAP Company SuccessFactors, an SAP company, is the leading provider of cloud-based Business Execution Software, which drives business alignment, optimizes workforce performance, and accelerates business results. SuccessFactors customers include organizations of all sizes across more than 60 industries. With approximately 15 million subscription seats globally, we strive to delight our customers by delivering innovative solutions, content and analytics, process expertise, and best practices insights. Today, we have more than 3,500 customers in more than 168 countries using our application suite in 35 languages. SuccessFactors Global Headquarters One Tower Plaza South San Francisco, TOLL-FREE PHONE FAX EMEA APAC successfactors.com