Recruiting Goes Social: How to Turn Connections—Yours and Your Employees’— into Quality Recruits: Part 1
By Mike Vilimek on Nov 25, 2013
By Stephanie Lepow - Originally posted on Oracle Cloud Solutions
The cloud isn’t the only technology innovation to change the way we work—consider social. If you’re a recruiter, you know that social has changed the game. So how do you make it work for you?
It’s not just about the sheer volume of people on social media, it’s about the fact that by using smart social outreach, you can more easily zero in quality talent, in less time and for less money than you’d spend using traditional channels. Rather than hunting for the needle in the haystack that is the ideal recruit, top candidates will come to you.
Sound too good to be true? Let’s take a look at one way to make this work:
Tap the goldmine of your employees’ social networks
LinkedIn is traditionally thought of as the work network but don’t discount Facebook or other networks when it comes to finding great talent through your employees. Your employees are connected to a lot of people online and that can quickly fill your talent coffers.
If you have 2,000 employees with an average of 100 social connections each and those connections have an additional 100 connections each, 20 million people could potentially see your job posting—for free. Even if only a fraction share and view your post, you still have incredible reach.
When you start with your employees, you also have an automatic filter in place. Your employees know your company culture and they want to protect their professional reputation. Compare this to a job board where anyone can apply—giving you piles of irrelevant resumes to sort through.
In Survey.com research commissioned by SelectMinds, referrals were found to be the top choice for external sourcing for quality, speed and cost.
To maximize employee referrals, create an easy and automated program so you can match the right positions with the right employees (rather than blasting your entire workforce with every opening), create targeted campaigns, track who brings in the best referrals, and make it simple for employees to share jobs, identify and recommend qualified connections, and see the results of their efforts.
See how you can put an employee referral program into action at HCM World, February 4-6, 2014 in Las Vegas.
Also, check out this fantastic resource for anyone wanting to get started with social recruiting - Social Recruiting for Dummies.
Plus, watch this blog for Part 2: How to Turn Fans and Followers into Potential Recruits.
Stephanie Lepow brings more than 13 years of marketing experience in the B2B and B2B technology industries to her role at Oracle, where she is a member of the Human Capital Management product marketing team. Stephanie’s specialties include content marketing, demand generation, product marketing, messaging and positioning, and campaign strategy. Prior to joining Oracle, Stephanie led demand generation, customer retention marketing and marketing communications efforts for Ellie Mae, Inc. Stephanie has also worked in marketing for the online gaming and satellite communications industries and volunteers her time as a pro-bono marketing consultant for the Taproot Foundation.