It seems some recruiters fear that by advertising their roles on social networks is in someway revealing a trade secret. Or that their clients will realise that some of their candidates may have been sourced by their recruitment partner via social media, and so they are being protective.
But clients already know this. After all, 92% of companies now advertise their vacancies on social media so this isn’t some earth shattering revelation (Source: Jobvite).
To stay ahead of the ever-increasingly competitive recruitment pack agency owners need to understand and maximise the potential benefits that using social media can bring, both as a primary sourcing tool and reinforcement for your brand as a recruiter of choice.
Here are three critical social media actions all recruitment business owners should do to attract the talent they need to take their agencies forward.
- Think and act like a football manager:
During the January transfer window football clubs throughout the country compete with one another to secure the signature of the best footballing talent available.
But it’s not always the highest bidder who wins the day. Players, like recruiters, need to ‘buy into’ the club’s history and it’s plans for the future – will the team they sign for enable them to achieve their professional career ambitions?
How: If you’ve won any industry or regional awards, make sure that you publicise them via social media.
e.g. ‘Want to join the WINNER of the Best Temporary Agency 2015 award? #We’reRecruiting’
Even if you haven’t won any awards of note, you can still promote yourself as an employer of choice simply by focusing on your USP.
e.g. ‘We’re growing fast, but we need your talent to take us further. Join one of the region’s most exciting #recruiters. Click for more info.’
- Let your ‘personality’ shine through
Give your potential applicants an insight into what it’s like to work at your agency and get visual. Upload images of the team and the office to your company Facebook, Twitter and Instagram accounts and use appropriate hashtags to help promote yourselves (such as #officeparty or #topbillerthismonth or #teamouting).
How: Provide regular updates on your blog and on your company LinkedIn page on some of things you are up to, the key developments within the business and some notion of the culture of the organisation they may be joining – just take a look at Glassdoor, their entire business model is based on precisely that.
- Share the load – create brand ambassadors
Your greatest proponents are the very people you already have working for you. Yes you can allocate responsibility for the company’s social media activities to just one person, but why not spread it out a little?
How: We worked with a recruitment firm who despite growing fast were beginning to see a slowdown in applications coming from recruiters and those looking to enter the industry. So we got some of their team involved, whereby one person was given the task of managing their social media postings one week, someone else the next.
Under their own dedicated hashtag, such as #PostsByNick, each person was given free reign to post content that was interesting to them and what they considered would appeal to other consultants.
This ranged from images of a team member celebrating their birthday and a couple of cheesy shots of another ringing the bell after making a sale to links to career advice and blog articles that gave a day-in-the-life account of being a consultant – undoctured!
It gave their employer brand a personality and it resulted in applications from candidates who had a greater understanding and appreciation for the business.
More important you need to articulate your vision (what you seek to achieve), your mission (how you will do it) and the culture of the team you already have in place.
In doing so you become attractive to potential candidates who will see that your agency has ambition that matches their own, is an exciting place to work and is on a journey that would like to be a part of.
by Paul MacKenzie-Cummins, Editor and Managing Director of ClearlyPR