March 31, 2010
Edited and Written by Ira S. Wolfe
Published by Success Performance Solutions
What's Inside this issue of The TotalView:
1. 7 Steps to Getting Started with Social Recruiting
2. Geeks, Geezers and Googlization
1. 7 Steps to Getting Started with Social Recruiting
Many business owners are overlooking the jackpot of the Internet when it comes to hiring. Like Rip Van Winkle awakening from his 20-year sleep, anyone involved in hiring employees who has avoided keeping pace will awake from this recession induced recruiting sleepwalk disoriented and out of touch.
Job boards - which I have found to be over-rated - usually end up with more quantity, not quality. Social recruiting is the new game in town. It utilizes different types of social media to intentionally and strategically capture different demographics, professional backgrounds, and culturally aligned individuals who will fit well into your organization. The premise is simple. Businesses must now meet candidates where they are spending their time.
Effective sourcing of candidates moving forward will require expansive networks and robust communities enriched with people who know people, who know people, who know people. Attracting qualified candidates has transformed from the act of placing an ad in Sunday's classified section to the art of developing relationships.
Unfortunately far too many businesses and their recruiters and hiring managers are woefully unprepared for this reality.
7 Steps to Getting Started with Social Recruiting
1. Optimize your job ads. Do a keyword analysis and re-write the ads. But don't use internal buzz words or job titles that jobseekers won't recognize. Place the ads in Craigslist and social networking sites, in addition to any online job boards line Careerbuilder and Monster.
2. Try sponsoring an ad on a job aggregator like Indeed.com. Indeed.com and other like sites function like Google. You place ads by bidding on key words. You only pay when a candidate clicks on your ad. These ads show up on the top and side of the page when a candidate searches, giving you more prominent placement if search engines aren't finding your ad right away.
3. Evaluate website traffic patterns from different sources to your site. (This requires some type of online application or career landing page.) An excellent free service is Google Analytics. It will help evaluate what keywords are working, where candidates are coming from, and how long they stay on the site.
4. Evaluate response rate by campaign. Google Analytics provides this data too. Different campaigns and sourcing venues might need to be used depending upon the audience. For instance, Craigslist and Twitter might be effective for finding graphic artists, but LinkedIn might be better for salespeople, engineers, and managers.
5. Encourage all your employees to get involved. Make the job opening announcement information available and ask them to share job openings within their Twitter, Facebook, and LinkedIn networks too. Recruiting is no longer just an HR function - just like selling, recruiting should be a duty in every employee's job description.
6. Be creative. Get a FLIP camera. Record employee testimonials about what it's like to work for your business. Video an employee in action - show jobseekers exactly what the job entails. But don't create a full-length film. Keep the videos to a minute or two. Post them on your career site and to Twitter, Facebook, and LinkedIn.
7. Feature your jobs on your website (and career site if different.) On some job aggregator sites like Indeed, you can get them to query your site for job openings. Every time you post a new job, it gets added to Indeed's database...for free.
Geeks, Geezers, and Googlization
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