Candidate Sourcing With Social Selling Combo

Candidate Sourcing With Social Selling Combo

Recruiting teams often find themselves playing catch-up to the rapidly changing job market.

As it's ever-evolving, what was once seen as a hot job might disappear just as quickly and unexpectedly.

This is why the recruitment industry can seem "reactionary," rather than proactive, when it comes to making sure people are employed in the right positions.

In times of economic hardship, the recruitment industry tends to suffer.

There may be a decrease in the demand for talent and an increase in competition for available positions, leading to fewer hires and lower job satisfaction from recruited workers.

This can create greater difficulty for recruiters when it comes to finding and placing candidates, thus resulting in decreased profits and revenues for recruitment firms.

To combat this, recruiters must be especially savvy and resourceful when addressing these difficulties.

The show will go on, we shouldn't be robbing one another on the streets.

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To overcome this problem, recruiters must be particularly strategic and resourceful.

They must stay up-to-date with the changes in the industry and make sure they have their ear to the ground so they can swap out positions accordingly without missing a beat.

The best recruiters use their awareness of current trends in combination with traditional methods of recruitment to ensure success for both candidates and employers alike.

One of the most effective ways to do this is through ´social selling´.

With social selling, recruiters can build relationships with candidates and clients, create a pipeline of potential hires, and establish themselves as trusted experts.

Let's explore why recruiters should consider using social selling strategies for successful sourcing.

Little about measuring it on LinkedIn..

The LinkedIn Social Selling Index (SSI) is a metric that measures a user's effectiveness at using LinkedIn for social selling.

It takes into account four factors: establishing a professional brand, finding the right people, engaging with insights, and building relationships.

Candidate or client response rates to email or InMail outreach are not directly related to a user's LinkedIn SSI score.

The SSI score is a measure of a user's ability to use LinkedIn effectively for social selling, while candidate or client response rates are a measure of how likely they are is to respond to a message they receive.

The two metrics are not directly linked, and one does not necessarily have an effect on the other.

That being said, having a high LinkedIn SSI score can indirectly improve candidate or client response rates.

By building a strong professional brand and engaging with insights on LinkedIn, a user can increase their visibility and credibility on the platform.

This can make it more likely that candidates will respond to their messages, as they will see the user as a credible and trustworthy source of information.

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Benefits of Social Selling for Sourcing

Social selling offers many benefits to recruiters looking to increase their reach and establish themselves as experts in their field.

A few key advantages include increased brand awareness, building relationships with potential prospects, helping create a pipeline of potential candidates.

Increased Brand Awareness

Social media platforms provide recruiters with an unparalleled opportunity to get their message out to thousands of potential new hires at once.

On social media platforms such as LinkedIn, you can quickly raise awareness about your brand by creating content that resonates with your target candidates.

Building Relationships with Potential Candidates

You can build relationships with prospective candidates over time by providing helpful advice or answering questions they may have about the job search process on social media platforms such as LinkedIn, Twitter or TikTok.

This helps build trust between you and your candidates which can be invaluable when it comes time to make a hire.

Creating a Pipeline of Potential Candidates

Your social media platforms can help you create a pipeline of potential hires even if you aren't actively recruiting right now.

Online job searches will make it easier for prospective applicants to find your company's postings, increasing the likelihood that qualified candidates will apply.

By using content marketing strategies such as blogging or video production, you can establish yourself (or your team) as experts in your field, demonstrating more than just recruiting new talent.

Such a strategy will certainly gain the trust of prospective candidates.

Responding to comments or questions posed on various online forums or blogs related to the recruitment industry can boost your credibility even more.

How To Implement Social Selling Strategies For Successful Sourcing?

Once you have identified some key strategies for using social selling techniques successfully within the recruitment process there are several steps you need take to ensure success generally:

-Identify potential pool of candidates or clients on social media platforms.

-Personalize messages to targeted prospects.

-Engage in conversations with them on social media platforms.

-Utilize content marketing strategies such as a POD, blogging or video production etc.

-Listen to candidate or client feedback and respond quickly.

-And build brand advocacy through social sharing of job posts, articles, and other content related to their industry.

By creating processes and systems that run in the background 24/7, you can carry them around with you.

Should help recruiters effectively reach more qualified applicants than ever before consistently, without going from feast to famine style recruiting.

Again this is just the tip of the iceberg stuff, but by following best practices when implementing these tactics.

If you have not started already you will be well-positioned for change.

Hope this helps :)

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