Social recruiting guidelines for technical-recruiters
Follow-up: Is it already the end of social media recruiting?
Social Media Recruiting (SMR) is far from the end but it needs to be rethought. A common mistake is the unidimensional use of social media platforms. How you successfully identify, investigate, and contact the correct candidate as a technical-recruiter, you will learn of in these guidelines.
Social Media Recruiting – a (less successful) example of use
You find a promising candidate on Xing, examine his skills on – guess – Xing. And because it offers the same, write a message to him there. After that change the platform and go to LinkedIn. You will find many promising candidates there and examine their skills in the same place. Finally, you will contact 20 candidates there. The hope that some of the persons you wrote to will respond, is great. However, the sobering social media reality often shows another picture: no response!
Why? Guess, how many other recruiters take the same route day in day out. Good candidates are inundated with messages on social media platforms and often classify it as spam. But there are other ways.
Use a multidimensional approach
A "multidimensional" approach is more efficient and productive in the matter of SMR. This example with the focus on IT-professionals shows you, how you can meet your objective with the combination of different platforms. Highest premise: Quality before Quantity!
• Step 1: Identify – search and find candidates on different platforms such as Xing, LinkedIn, karriere.at, Stepstone, Github, Stackoverflow…
• Step 2: Investigate – now, find background information with respect to technical and personal interests and potential motives for change. For example, Xing, LinkedIn, Twitter, Facebook, About.me, Github, Stackoverflow or Instagram are suitable for this purpose. In step 2 also find the telephone number and email address by means of the private profile or links to their own websites. Use online telephone books, company websites or target group relevant platform such as Github or Stackoverflow.
• Step 3: Contact – get in touch. Direct contact has the first priority here. Phone the potential candidate or write a personalised email. If you do not have a telephone number or email address, inmail or private message via the respective social media platform is possible. Facebook and other privately used platforms are taboo in our point of view.
• Step 4: Introduce oneself (as a recruiter or company) – show your face. The candidate should have confidence in your competency and classify your company as professional. Employer branding practices via various channels (Xing, LinkedIn, Facebook, Twitter, Google+, Instagram, etc.) show their benefits here.
Recruiting via Social Media – Best practice
A typical example for the successful application of social media in recruiting could therefore, be like this: You are searching for a Java Developer on Xing, LinkedIn or Github. They are found but unfortunately, personal contact data cannot be found there. Therefore, you continue surfing and via the Twitter-profile to the private website, on which you find his/her email address. But before you contact your identified candidate, you would like to learn more about him/her. What could the motive for change be? If the position is at all interesting for him – after all, you do not want to waste the time of the potential candidate. On Facebook, you find out that the candidate's commute to work is one hour everyday. Your job offer is only 20 minutes from his place of residence. You present the offer and its advantages in a personal email.
Social Media Recruiting means an intensive conflict with their own target audience and with individual candidates. This requires time. Time that is well invested. Not only for investigation, address or communication but even for maintenance of their own profile and contents. Without a clear objective, Social Media Recruiting is often a waste of time and effort and time consuming. Recruiters should know about the use of platforms their respective target audience and even show the necessary respect for privacy, in order to have a sustained respectable and disciplined effect. For patient, creative sourcers, the multifaceted nature and potential of Social Media Recruiting is far from the end - quite the contrary!
Picture credits: Unsplash
Categories: Recruiting Trends (6)