Designing Your Social Media Recruitment Strategy

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Building a social media recruitment strategy, here are some ideas to get you going. Based around the web 2.0 concepts of Transparency, Conversation, Wisdom of Crowds, Data is Key, Speed, Reuse, Rich User Experience.

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Designing Your Social Media Recruitment Strategy

  1. 1. Designing your Social Media Recruitment Strategy
  2. 2. Key themes your strategy should cover <ul><li>Transparency </li></ul><ul><li>Conversation </li></ul><ul><li>Wisdom of Crowds </li></ul><ul><li>Data is Key </li></ul><ul><li>Speed </li></ul><ul><li>Reuse </li></ul><ul><li>Rich User Experience </li></ul>Copyright Inspecht Pty Ltd
  3. 3. A word of caution... <ul><li>The astute may feel many of the items on the following slides are already incorporated into their recruitment process. </li></ul><ul><li>The trick is making it real. That is the hard part. </li></ul>Copyright Inspecht Pty Ltd
  4. 4. Transparency <ul><li>Letting prospective applicants understand what it is like within your organisation </li></ul><ul><li>Ensuring candidates are kept aware of their progress </li></ul><ul><li>Don’t sell what you don’t have </li></ul><ul><li>Don’t “sugar coat” or “astro turf” your entry into social media, keep it real, otherwise you will be labelled a Sock Puppet </li></ul>http://en.wikipedia.org/wiki/Internet_sock_puppet Copyright Inspecht Pty Ltd
  5. 5. Conversation <ul><li>Candidates are human, so treat them that way </li></ul><ul><li>Interviews should be conversations, not interrogations, even panel interviews </li></ul><ul><li>Remember there are no smart companies only smart conversations </li></ul>Copyright Inspecht Pty Ltd
  6. 6. Wisdom of Crowds <ul><li>Use the web to find good quality people </li></ul><ul><li>Don’t use the web as the only source of background checking </li></ul><ul><li>Use referral networks to find candidates </li></ul><ul><li>Allow non-employees to comment on your recruitment process </li></ul>Copyright Inspecht Pty Ltd
  7. 7. Data is Key <ul><li>Data might be key, but controlling what is said is not the best solution </li></ul><ul><li>Use technology to find the best candidate </li></ul><ul><li>Mine your talent management system to uncover “rock star” talent inside and outside your organisation </li></ul><ul><li>Protect the privacy of candidates, but that does not mean ignoring them </li></ul><ul><li>Use your data for good </li></ul>Copyright Inspecht Pty Ltd
  8. 8. Speed <ul><li>The best candidates move quickly, and so should you </li></ul><ul><li>Corporate delays will cause you to end up with second rate hires </li></ul><ul><li>Your Internet site should be quick and easy </li></ul><ul><li>Your process should be quick and easy </li></ul>Copyright Inspecht Pty Ltd
  9. 9. Reuse <ul><li>If you say you will keep the resume on file for future roles, make sure you use them </li></ul><ul><li>Use your networks to find new candidates </li></ul><ul><li>Don’t forget your internal employees, they can find candidates and are also potential candidates </li></ul><ul><li>Leverage the marketing team to enhance your employer brand </li></ul>Copyright Inspecht Pty Ltd
  10. 10. Rich User Experience <ul><li>The experience of every candidate needs to excel, regardless of if they are hired </li></ul><ul><li>Ensure your internet activities are rich and inviting </li></ul><ul><li>The interview process should be enjoyable </li></ul><ul><li>Don’t drop the ball with the on-boarding/ induction process </li></ul>Copyright Inspecht Pty Ltd

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