It appears as though every single day brings another announcement regarding a brand new social networking application or platform. Sites for example BranchOut, which claims it can benefit Facebook users leverage their profiles and buddies to land their next job, and also the Q&A-format site Quora are among individuals making recent headlines. And merely remaining on the top of the methods by which Facebook, LinkedIn and Twitter constantly change might be a full-time job alone.
As the growing social networking landscape may appear formidable to many employers, that’s pointless to be put off by creating a lengthy-term social recruiting strategy. At CKR, we have helped numerous clients launch effective programs by using one step-by-step procedure that involves research, analysis, planning and evaluation – exactly the same steps you’d decide to try implement every other recruitment-related initiative. This is what we advise:
1. Get a feeling of the landscape. The first thing ought to be to completely understand what’s being stated regarding your employer brand – yes, you are already being spoken about even though you haven’t used social networking being an organization – and just how it compares with what’s being stated regarding your competition.
2. Define realistic goals for the program and see how to measure success. You have to establish obvious expectations for the social recruiting program that derive from a variety of factors for example available sources, current and forecasted openings as well as your particular target audiences. These 4 elements may also likely shape how you need to measure success, which needs to be determined now instead of after you have launched a course. There are many metrics will evaluate your ability to succeed and you will want to get buy-in all stakeholders before the launch of the program to prevent complications lower the street.
3. Make your plan of action. Finally, you are prepared to outline the more knowledge about your program and see which tactics you will be using for the efforts. Your plan should cover social recruiting policies, guidelines and strategies for your recruiters as well as an editorial calendar that may help you stay on the right track and make sure that you are supplying content of worth for your target audiences.
Also, make certain that in the look phase you think about all the possibilities which exist for integrating social networking and user-generated content to your entire recruitment program. For instance, consider the way your corporate career site could be improved with the addition of social characteristics. A static career site is only going to bore today’s job hunter. Provide a blog, that will supply the ability for people to publish comments, or create an interactive FAQs section. Help make your site experience more potent and produce your culture to existence through video clip generated by current employees. Or, let users personalize their very own content – you can implement functionality that can help people looking for work visualize how their profession might evolve with time at the organization.