We all now have heard or know more about how recruiters are using Social Media sites for recruiting. In these instances, Social Recruiting, as most people know it, involves the effective use of sites like Linkedin, Twitter and Facebook, and interacting with candidates and attracting talent.
But, when you think of it. Social Recruiting can actually be achieved on a more in-house basis, via your Corporate Recruitment Website or via a Recruitment Agency Website. What does this mean?
Let us take Recruitment Consultants websites as an example. Many of them are nicely designed (at least in the UK), often times with heavy graphics, with a lot of focus on how cool and beautiful the sites are, and how its aesthetics is better than their competitor. But, that is probably not the main value of setting up your recruitment agency website. To be fair, your main aim is to:
1. Attract candidates faster and fill your client’s jobs quickly, while earning placement fees.
2. Appeal to your clients and demonstrate you are serious and ready to do business with them
Hence, having a website that is closed in nature; that builds a wall around it without any form of interaction with the candidates will more than likely reduce the volume and quality of CVs that come via your website. Since content is king, on the Internet, it is important to have valuable information that keeps your audience engaged and conversational.
Should your recruitment website run on a blog software (like this site and our parent company), it will give you an opportunity to connect better with candidates via your relevant, down-to-earth posts. The communal feel will demonstrate that your Consultants are normal humans, getting on with their jobs and trying to assist candidates and clients achieve mutual value.
Or else, you can also create a recruitment blog as a part of an existing website (matching a similar branding) and engage with candidates via the blogs. This is not about sending out press releases or posting generic news that don’t add any value to your community i.e. candidates, clients and other parties.
By definition, Social Recruiting is the use of Social Media in Recruiting. And, according to Wikipedia:
Social Media can take many different forms, including Internet forums, weblogs, social blogs, microblogging, wikis, podcasts, pictures, video, rating and social bookmarking. Technologies include: blogs, picture-sharing, vlogs, wall-postings, email, instant messaging, music-sharing, crowdsourcing, and voice over IP, to name a few.
By using a blog to run your website, you also stand the chance to get better rankings in Search engines, so that when people search for specific kinds of jobs, they can find your site faster. Over 90% of candidates still use Google to search for jobs.
So next time you think of designing a social media recruiting strategy, first consider adding value to your recruitment website, engaging with candidates there and taking things forward to actual social networking platforms.