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SOCIAL RECRUITING TIPS

Create Attention-Grabbing Job Descriptions
Job descriptions present a limited opportunity to capture the attention of top candidates. In order to ensure your job descriptions hook candidates in and motivate them to apply, make sure your job title is descriptive and accurate. Make sure the job requirements are listed in a concise format and are clearly defined. Include a description of your hiring process so the candidate knows exactly what to expect. And finally, describe your company culture and what makes your company unique. This will give your job description an edge over the competition. Use these tips to create attention-grabbing job descriptions that attract top talent.
Engage Top Talent Using Video
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A large part of engaging your audience is providing them with valuable content that keeps them coming back for more. These days, nothing seems to engage people more than online video. The added benefit of video is that your audience gets to both view and listen to your message at the same time, something that no other form of content offers. Leverage video to help you attract top talent to your company and then engage them into deeper conversations. Bullhorn Reach University offers free training in social recruiting, including a course on "engaging and retaining top talent."
How Do Candidates Measure Up?
A candidate may have a lot of LinkedIn recommendations and a great Klout score, but will they really fit the role you’re looking to fill? Find out if they have the right practical skills and are a good personality fit for the job and your company. Use products like the Predictive Index® (PI®) assessment tool and Smarterer tests to dig a little deeper into how the candidate really measures up for the job.
Improve the Candidate Experience
Improve the Candidate Experience
Have you ever looked at recruiting from the candidate’s perspective? In order to understand the complete candidate experience, you have to look at it in their shoes. Start with your external candidate touch points, including your job postings, social media channels, advertisements and company website. What is the first impression that you get from your organization? The key to a great candidate experience is communication. Make sure your language is clear and concise, job applications are easy to fill out and candidates are notified even if they weren’t selected. Mostly importantly, ask candidates for their feedback after interviewing in order to continuously improve the process.
Post Job Openings on Social Networks
90% of consumers trust peer recommendations, so why would it be any different for job seekers making the decision to work for a company? Job links posted by friends and found on news feeds can often return the most qualified candidates. Post your job openings on social networks and share them with your connections as well. Social recruiting tools, like Bullhorn Reach, make it easy to distribute trackable job links to multiple social networks at one time. Use social recruiting software to broadcast jobs across social media channels and extend your online presence.
Recruiting Talent Using 140 Characters or Less
Twitter offers a large audience of active and passive candidates with progressive skill sets, but it’s not always easy to get your message across using only 140 characters. Simplify your message and use hashtags (#) so they are searchable. Consider using hashtags with keywords like #jobs, #careers, #staffing, #recruiting and be strategic - too many can look like spam. Use shortened links that send people directly to the job description. Finally, actively engage with your audience on Twitter and share things other than job postings such as valuable content tailored to your candidate fan based.
Share Content to Keep Candidates Interested
It’s completely understandable for recruiters to be focused on the bread and butter of their job – filling open requisitions and placing candidates. However, if all a recruiter does is post jobs over social channels, then candidates, especially passive ones, may legitimately wonder if a robot is running things. Recruiting is similar to sales in that you’re trying to engage someone’s attention and convince them to take action that is conducive to your success. When the only materials you get from a business are ads for their products, you cease to pay attention. You are desensitized. However, when such companies provide valuable content that interests you, they’re building a two-way relationship. You’ll be much more likely to consider the ads they show you if you view them as credible, and credibility is predicated upon mutual benefit.
Tap Into Your Talent Pool
One way of attracting passive candidates is to create a strong brand presence. Start by setting up branded social profiles and a corporate blog. Then post frequent updates on industry news, tips and techniques. As you post more frequently, you will begin to attract more and more people that follow your updates. By the time you post an open position, you may have already built up an audience filled with quality candidates. Increasing your brand presence will drive company awareness in a way that establishes a positive view on your company as a whole, bringing quality candidates to you.
Turn Candidates into Advocates
A little effort goes a long way in creating a strong network of loyal candidates. If you interview a candidate for a job – regardless of whether they make the second cut or not – it can be beneficial to acknowledge that they took the time to speak with you and demonstrated interest in what you had to offer. Rejected candidates are often left hanging during the interview process and see their requests for follow-up information go unaddressed. It can damage their confidence and sour them on the recruitment process altogether. Even if a candidate isn’t the right fit for a particular job, they could be a fit down the line. Keeping the lines of communication open and sending a courtesy email closing the loop on the original opportunity will go a long way in turning people who were once job seekers into powerful advocates for your business.
Use Content to Build Trust with Top Talent
Building relationships with candidates takes time, and one way to reach all of them at once is by sharing employment-related content. Story telling is a great way to cultivate a sense of familiarity and build trust among top talent. Keep your content diverse by posting different types of content (e.g. video, tips, etc.) and make sure you’re always delivering value. Providing educational content will foster a sense of loyalty among candidates and keep them coming back for more.