Recruiters and employers today agree that the job market is a candidate-driven one, and that has a huge impact on the kind of recruits an employer can expect to see knocking at his door.
If you are keen on hiring the best talent for your contact center, you need to properly leverage modern techniques and tools. 59% of employees say a company’s social media presence is a big part of the reason they chose to work there. A strong, consistent message will go a long way in attracting top talent.
Make Use of the Big Three
It makes sense to concentrate your efforts where they are most likely to bear fruit. A study from Robert Walters shows that 85% of the hiring pool have accounts on LinkedIn, while 73% are on Facebook, and 38% on Twitter. These three social media sites will give you the best bang for your buck, results-wise when looking for top talent. Focus your efforts on these three sites when advertising jobs, passively filling out your hiring pool or talking to potential recruits directly.
The first order of business is to align your company’s accounts on all three platforms. Have a consistent look and message. This will be a strong tool to reinforce your branding to all possible hires.
Communicate Your Company Culture and Brand
Social recruiting isn’t just about searching through the treasure trove of resumes online. It’s about building your company’s brand as a highly desirable workplace. Google and Facebook have consistently topped the lists of “best companies to work for,” and it’s no coincidence that they have built strong corporate cultures that their employees believe in.
Use your social media accounts to share employee success stories, post the great things your company is doing, and have quality content relevant to the hiring market like “the best job hunting tips.” The goal is to establish the kind of reputation that attracts people to work for your company.
If done right, you’ll find that instead of your searching for candidates, candidates will be seeking your company out. Facebook is ideal to showcase your company culture, and helps you grow your presence by encouraging people to “Like” your page and have different reviews from employees and job applicants alike.
Have Conversations with Your Candidates
In addition to posting quality content, you also need to avoid having reams of text to read, and nobody to talk to. Facebook may be ideal to present your brand, but Twitter is great at diving into the conversation and speaking with your potential hires. You can engage your crowd with a conversational feel to your tweets, and get a lot of word-of-mouth advertising in this manner.
LinkedIn provides a lot of opportunities to really speak to the job market. Posting original content that helps users with their own professional development is invaluable; it communicates that your company is concerned about your employees’ growth as people. Have your existing employees link to the company profile and join in on the conversation. This is a great way to encourage confidence to prospective hires, as they will see others speaking positively and sharing your content.
Integrate Recruitment Software into the Process
At the end of the day, the hiring process can be a long and tedious task, but you can help automate the process by integrating recruitment software into LinkedIn. Instead of having candidates send in a resume and fill out questionnaires that your recruitment team will sort through later, a direct link between social media and your HR department’s system can really speed the process up. There are different ways to do this, and you’ll need to find the right solution that will work for your contact center.
With these things in mind, social recruiting can be a very fruitful experience and help fill your ranks with top talent. Be sure to build your brand, communicate it through social media, and pretty soon you will have the best candidates coming to you and wanting to work in your company.