Social media has changed the dynamic of recruiting because HR now has access to more information about potential candidates than ever before. From LinkedIn to Twitter, recruiters not only get a sense of a candidate’s professional skills but also can learn more about the candidate’s personalities and interests outside of work. However, with greater access to information comes more responsibilities. With increased use of social media in the recruiting space, it’s only fitting that HR departments implement social media recruitment strategies.
Recruitment strategies can come in various forms, covering a wide range of topics depending on what best fits the organization’s needs. Some organizations have formal policies, while others have a document with best practices. Having a strategy is vital in ensuring that social media is being used to its greatest potential, but it’s just as important to reevaluate it every month to make sure everything is up-to-date with new trends.
Social media breaks down barriers allowing recruiters to contact potential candidates virtually without stepping over any boundaries. Platforms such as LinkedIn, make it easy for recruiters to virtually network and continuously be on the lookout for new talent. LinkedIn serves as a virtual resume for professionals to showcase their talents, making information gathering easier for recruiters. Most resumes are limited to just one page, but some professionals have very detailed LinkedIn accounts, allowing for greater access to more information. Some recruiters can also use Twitter and Facebook to learn more about a person’s interests outside of work, but HR must be carefully to not cross any legal boundaries.
Additionally, it’s important to practice proper social media etiquette in order to prevent turning away potential talent. Depending upon which social media platform is being used, the norms of communicating vary between the different channels. For example, LinkedIn is formal whereas Twitter is more social. Typically Facebook friending should be avoided unless there is a solid, friendly and more casual relationship, even then proceed with caution. Twitter allows people to follow whomever they wish, so it’s socially acceptable to follow a candidate on Twitter and interact with them. Similar to LinkedIn, it’s a great tool to build and maintain relationships, but on a more social platform. Both platforms are also great for content sharing, which can engage candidates.
When recruiting socially it’s important to note that you may not have many face-to-face conversations. Sometimes it may be due to time constraints, but geography can factor in as well. This makes it a bit harder to sustain a relationship, so it’s critical to make the most of your virtual relationship. Content sharing and a few email check-ins can be just the trick