This document compares social media recruitment to dating and provides tips for an effective approach. It advises recruiters to find the right candidates by understanding what they are looking for, identifying where candidates spend time online, and engaging in two-way conversations to build rapport before explicitly discussing jobs. The key takeaways are to interact authentically as humans do on social media, provide value through relevant contributions over time rather than one-off posts, and leverage a team effort rather than trying to handle recruitment alone.

1. A little on
recruitment and social media
Ernst Schipper | @ernstschipper | ernst@andersgaankijken.nl

2. Spot the differences
Recruitment
Dating
Social recruitment is about finding a
match. That is not that different from dating.

3. Who are you looking for?
and what are they looking for?

4. Who are you?
What do you have your candidates to offer. Does your ‘offer’ match with what they want?

5. Where are they? What platform?
Compare to dating: at what kind of bar do you find
your preferred mate?
How do you behave on each platform?
Find them, listen and learn how to behave

6. How are you going to seduce
them?
 Be the right person in the right place for the right people
 Listen
 Ask questions, answer questions
 Start a conversation (always 2-way communication)
 And maybe, maybe after a while you can
bring up the ‘job’ word or even better,
somebody else brings it up

7. Take aways
 Be a real human as social media is about humans interacting
 Crap in, is crap out
 Be relevant and add value (no spamming)
 Social media recruitment isn’t hit and run (or post and pray)
It needs an continuous effort
 Don’t try to do everything yourself
7

8. Thank You
Ernst Schipper | @ernstschipper | ernst@andersgaankijken.nl