How To Spice Up Social Recruiting in 2014
Should you even bother to catch the Social Recruiting train that has left the station?
You shouldn’t if you’re happy with your
On the other hand, if you’re in recruiting to source top performers from your competition within 48 hours, then you may want to catch the Social Recruiting train today.
It’s not too late.
Let’s spice up your Social Recruiting efforts in 3 easy steps:
Step 1: Writing Creative Job Ads
What happened to your creativity?
Why your job descriptions are so boring? Really...
Lastly, why do you share those boring job postings on Social Media?
STOP, please do yourself a favor. Talk to your boss and ask him / her if you can take a copywriting course at a local college or online. If you take this piece of advice, you’ll thank me for the rest of your recruiting career. Not that I need any thank you notes but hey, who does not appreciate a little appreciation :)
After you take the copywriting course, let your creative mind flow to write the most compelling job descriptions and job ads for key Social Media platforms including Linkedin, Facebook, and Google Plus.
Then grab a beverage of your choice and count the number of job applications pouring in from Social Media with a big smile because you did it, you finally cracked the code of social job applications!
Step 2: Giving Your Time
What do you care about most when you have a position to fill?
Great applicants or a cup of cappuccino?
Great applicants you say, right? Unless you’re addicted to cappuccino...which is a different conversation all together so I won’t go there.
Now what do your prospective candidates care about who follow your employer brand on Social Media? Have you ever thought about this even for a minute?
If you did, then reward yourself with a chocolate you like the most because you’re one of the very few recruiting professionals who has ever thought about what their candidates care about the most. Seriously.
Helping your potential candidates with their Linkedin profile, it’s not your job, right?
Wrong, it’s your job to help your prospective talent with their Linkedin profile so they remember you and your employer brand for life!!
Hmm....what do you think?
Step 3: Offering Magnetic Customer Service
I wonder why customer service is not one of the recruiting KPIs (Key Performance Indicators), have we lost our mind or what?
Nothing matters if your customer service is horrible.
Because as you bring in new talent, existing talent will leave your organization due to horrible customer service (i.e. corporate culture).
Now this is what the majority of employers are providing right now in terms of their customer service to their customers (i.e. applicants).
Do not phone us.
Your resume now sits comfortably in the black hole of our ATS (Applicant Tracking System).
We will try to pick it up closing our eyes and let’s hope for the best!
Why do we treat our applicants so harshly when they are in fact our customers?
Would you fly with an airline next time if they mistreat you at the counter and you’ve other options?
If your answer is no, then what makes you think your ideal candidates will apply for your jobs again after having a horrible experience with your customer service upfront in the form of ATS or no interface with recruiters at all?
It’s time to wake up and smell the coffee. Shall we?
Let me ask you this.
What prevents you from running a webinar on resume writing giving your potential candidates access to inside information and interaction they crave for?
What excuse do you have?
You really don’t care...
I don’t know...but you know the answer :)
Let me end with this suggestion:
“Serve your customers well today so they may serve you well in the future”.
Now what do I exactly mean by that? Well, feel free to let me know in the comment section below and let’s get the discussion started...