The widespread connectivity afforded by the internet has brought about a multitude of solutions for businesses. The likes of Facebook and Twitter now help businesses reach a larger bulk of the population than ever before. Of course the social media buzzword in the early 2000s was Orkut, but it couldn’t quiet keep up with the times and was replaced by more streamlined solutions.
This presented a host of new opportunities for both employers and employees to connect over the press of a single button. In the early days of social media, this interconnectivity was exclusive to only tech savvy employees, but overtime as the world became more acquainted with the use of technology, the percentage of average job applications boosted by more than 50%.
Of course the use of online recruiting tools is not really a quick fix for companies both big and small. They should be thought of as an added layer of strategy over your existing recruitment layout. Businesses should ensure that they already have a robust recruitment strategy in place and not to treat social media as the holy grail of all their recruitment problems.
You still need a recruitment strategy
Social recruitment can bring in hordes of people to your website in a short amount of time. While this was your target all along, if you’re not prepared to handle such an influx of candidates, your HR resources will be quickly overwhelmed.
You need to have a recruiting website already in place which can handle all this huge input of data. What this means is the need of relevant filters to sift the qualified candidates from the unqualified ones and respond to their queries promptly. Failure to respond within a reasonable amount of time will mean that your perfect candidate will hop over to the next best recruiter.
The power of LinkedIn
Having a prominent presence on LinkedIn is a given. LinkedIn has established itself has the largest business network on the internet and exponentially grew from a relatively nimble 500,000 user base to a substantial 500 million in a lapse of 13 years.
Your first order of business would be to create and fill your company’s profile on LinkedIn, and if possible, feature your own business portfolio on the website. Research has shown that candidates are more likely to accept employment if they get to know the executives and chairpersons of the organization.
And of course – Facebook and Twitter
It goes without saying that your next strategy would be to create Facebook and Twitter pages. Promote your recruitment campaign relentlessly on both the social media giants, and if need be, purchase ads to feature your business on the front page of the internet.
Top it all off with Reddit and YouTube
And if you want to achieve truly gargantuan proportions of success on your recruitment campaign, it makes sense to invest on a tiny bit of ad space on Reddit. Much of the user base on Reddit is well educated and committed to their employer.
And your final strategy would be to broadcast your organization’s work environment on YouTube. Interview your current employees and ask their views on the office space, advertise your company’s benefits and show off the organizational structure of the workplace.
All these social media channels will allow maximum outreach to prospective candidates and increase the likelihood of attracting the best talent possible for your firm.
