It seems like it’s always the biggest companies that dominate our news feeds. Small businesses can push their way through, too, but how? How are we supposed to make a big impression to a large audience? Simple–social recruitment.
Here are a few of the best practices for social recruiting and why it’s important for your small business. And remember: Now’s the time to make your web presence mobile-optimized or you’re getting the boot from Google.
Consider Your Talent Pool
Who are you trying to attract? Mark Zuckerberg (@MarkZuckerbergF), creator of Facebook, said he only hires employees he would work for. Nearly half (49 percent) of recruiters who recruit online say the talent pool has immensely improved quality. Small business means you’re more likely to engage with everyone more often, which is why hiring for cultural fit is important to maintaining a team who works comfortably together. Happy employees tend to be 12 percent more productive than their unhappy coworkers.
Who Are You Reaching Out To?
If you’re hiring for specific positions, specify your posting accordingly. Mary Porter, Nordstrom’s director of talent acquisition, says companies need to engage their audiences through content. Porter suggests using motivational messages to attract your ideal candidates. Seventy-three percent of recruiters are recruiting candidates socially through creating engaging content. Start by:
- Defining your audience
- Locating them on social media
- Looking into what favorite pages and trends they follow
- Mimicking and creating based on those trends and pages
Think Outside The Box
Wow your audience by creating and placing content in unconventional areas. Taco Bell, for example, posts content on Pinterest one of the lesser used recruitment media. Taco Bell is known for their ahead-of-the-curve thinking on social platforms. You don’t need to be a tech company to create innovative content to reach your audiences.
“Creativity and innovation are a big deal to today’s top recruits. Idea-driven work is more interesting and stimulating than routine work, and if your workplace doesn’t actively employ a culture of innovation, the chances are good that you’ll be passed over by excellent talent,” says the Switch and Shift team.
Improve Employer Branding
Even if your open positions may not seem exciting, market their best parts. Nordstrom ran into a similar issue: Porter said hiring for finance positions isn’t as fun as hiring for retail employees, but the positions must be filled. In creating a more attractive outreach procedure, the team produced video testimonials and featured current employees working the same positions on the company website. In two years, video will be 74 percent of internet traffic, so follow in Nordstrom’s footsteps and make video a part of your recruitment strategy.
As an alternative, write a bio feature on employees who work in departments and positions for the jobs you wish to fill. Not only is it an avenue for employers to explain daily activities to your prospective candidates, it also increases employee recognition. Only 46 percent of senior managers view employee recognition programs as a worthwhile investment. The number one reason employees leave their position is because they don’t feel appreciated and recognized. Two birds with one stone–appreciate existing employees while promoting a job opening!
Ninety percent of candidates are using mobile devices during the job search. Don’t be afraid to try new tactics to pull in the candidate pool of your dreams. Think outside the box, think like your audience and promote your organization through a true and positive light.
Photo credit: Bigstock