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- Tip of the week: How to use social networks to recruit employees
Tip of the week: How to use social networks to recruit employees
24 October | Posted by @Catherine Beaumier Lacroix
This week, we will take a look at the prospects social networks offer companies in terms of recruitment. Needless to say, recruitment trends today are not what they used to be. Social networks – having converted recruiter/candidate interactions (who were vertical and linear up to this point) into genuine exchanges between companies and professionals – now help HR managers to benefit from implementing new hiring mechanisms that include reasoned social media strategies.
These new avenues maximize potential for recruitment but calls for companies to implement and enhance their employment brand on social networks in order to capture the attention of the best candidates. Playing the interactive card for recruiting employees is now a marketing thing!
Basic 2.0 recruitment rules
- Set up your social recruitment tools (LinkedIn, Facebook, Twitter, Google+) thoughtfully and professionally by selecting networks where potential candidates are concentrated. One thing’s for sure: LinkedIn must be part of your tools.
- Build your brand’s credibility on the Social Media by emphasizing on the company’s philosophy and culture and its position in its market niche.
- Set up an adapted form of communication to generate traffic towards your Careers section. Social networks require time and regular monitoring in order be exploited to its fullest extent.
- Use your current employees’ networks to locate potential candidates (without being intrusive).
- Use social networks to profile candidates in order to reduce the risks upon employment. Thanks to social networks, companies benefit from a great deal of information about the potential candidate’s personality, temper, communication skills, references, recognition by colleagues and personal interests.
Finally, it’s important to understand that your company’s presence on social networks should be warm and inviting and that you should move away from the traditional recruitment philosophy, often cold and impersonal. Developing your employment brand is not only a HR task; it absolutely has to be integrated to a measured 2.0 marketing approach.
The Deloitte case: a successful 2.0 recruitment strategy
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