Social recruiting has been adopted by a large proportion of companies. Whether this be through the number of social networks online or through the use of employee referrals, there are a number of benefits that social recruiting offers.
Social recruiting depends on an established social media strategy and existing engagement with potential/existing employees. Your social media strategy should already include regular updates and ongoing interaction with engaged ‘followers’. Simply recruiting by sticking an advert on social networks is not true social recruiting.
Social networks contain millions of members who are potential candidates for your vacancy. As well as direct connections, indirect users can also be notified through the sharing of your vacancy update, making the potential reach huge. This process is self sustaining as long as you put the ground work in on both your social and recruiting campaigns. An informative and attractive update regarding the vacancy will naturally be shared more than a couple of lines of text and a phone number to call.
The social network is not just about the company’s profile and its direct contacts, all employees have their own networks with which they can share company updates and vacancies (brand awareness is important for this reason).
2) Candidate diversity
As the potential candidate reach is so vast, your options regarding candidates are increased. People that, before, may not have been reached due to their location are now easily contacted and may be a perfect fit for the role.
3) Cost effective
Unless you also use social advertising as part of your strategy, the only costs to your business are those for the time to interact with your social audience and run the recruitment campaigns. There are no agency costs, interviews can be conducted via video and CVs/vacancy communications can be conducted through social networks.
4) Quality of candidate
If you have an active social presence then your brand will be visible to all. This allows potential candidates to determine whether they are a good fit for both the position and the company brand itself. This pre-qualification acts as a filter which, instead of being a burden on company recruitment resources, is self regulated by those people on social networks.
5) Brand awareness
As stated above, social networks are a channel for your business to build and publicise its brand. Establishing a good social presence and educating people about your company ethics, working environment and company mission will ensure the correct people apply for those vacancies that you may advertise.
6) Employee engagement
By operating an employee referral program, businesses can increase employee engagement as well as the quality of the hire. If an existing employee is effectively recommending someone for a role, they are unlikely to suggest a candidate who is underqualified. The employee referral also acts as a company recommendation.
7) Talent pool
Social networks act as a talent pool for future candidates. Those that may not be successful in the recruitment process can continue to interact with the business and apply again should a suitable vacancy be advertised. As your network grows, so does your talent pool of engaged ‘followers’.
8) Reduced time to hire
Due to prior brand awareness, the use of online networking, tools, pre qualification by existing employees, the recruitment cycle or time to hire, can be reduced significantly. This in turn can reduce recruitment costs which can then be used elsewhere or for future recruitment campaigns.
9) Audience targeting
Using social recruiting can also enable you to target specific areas of your audience for certain vacancies. Sharing updates only with those in management, for instance, or in a specific geographical area.
10) Benchmark for future social recruiting
The ability to track and analyse social media engagement enables businesses to learn from campaigns and plan future efforts.