Engage the power of Social Sourcing in your Talent Acquisition

I couple of weeks ago, I took part in an event with a Social Recruiting Expert, a room filled with Internal Recruitment professionals & a Recruitment Technology Expert. I've written this article to summarises the information presented and discovered by the group on the day. The aim is to remind those that attended and to share knowledge with those that were unable to attend this time.

Over the course of 90 minutes we looked how social media is disrupting the way in which organisations are recruiting from the open market. Together, the group discussed how a knowledge of what is being said about them, when, where and by whom on social media could help re-shape internal recruitment. Finally, we looked at how technology can help ensure an efficient and effective process for not only the recruiter but more importantly, the candidates and employees.

TOP POINTS

Take care of your employees & candidates

Remember, the world has changed. People have the liberty to talk with the ease of social media to reach thousands with just one click. If you ensure you employees and candidates are happy, it will make your life a lot easier!

 Audit your social media presence

Work closely with your marketing departments. Keep an eye on tools such as glass door and make sure that negative comments are being replied to. Make sure that if you are posting jobs, that it is not all you are posting.

 Up your employee branding & ‘Keep it Real’

Encourage your employees to share ‘real’ pictures. For example, if you have team days that are dress down and fun, get the photos out there! Every company will have rules to adhere to but remember candidates want a ‘real’ image to see what they might be getting themselves into.

Ensure you are using your employees’ networks

Your employees typically will have much stronger, targeted networks than you. They are a friendly face into your business. A good engineer, for example, is much more likely to know a good engineer to recommend. If he doesn’t he may know someone that does. Make sure you are leveraging those networks.

Technology is there to help

Nowadays, many companies will be using technology to help manage the recruitment process. Often, the part that is missing is the power of targeting specific people and skills, increasing the likelihood of employee engagement. Ensuring the systems we use are simple, fast & mobile ready is essential to retain good candidates in your recruiting process.

5 TAKE AWAY POINTS

·        Listen to what people are saying on Social Media and take it to the relevant colleagues to address

·        If you know something is going to happen that could cause a spike in activity, anticipate it and use the spike to your advantage.

·        Pay attention to who your social audience is. Tailor the way you message but be sure you are being authentic

·        Make sure you are using the right platform to reach the right people – understand the tools and language they use

·        Be friendly and approachable

We hope that the information in this document helps and helps define your future Social Sourcing Strategy. 

Slides from the day - Katrina Collier, the Searchologist - Her WEBSITE

Want to know more?  Please contact:

Helen Fenton

Helen.fenton@symatrix.com

0044 161 413 8260

Want to speak to someone about your Social Footprint:

Larry Taylor - Larry.taylor@oracle.com

Colin Oliver - Colin.oliver@oracle.com