Sometimes
it seems as if the entire world is on social media sites. While the
use of social media is not universal, the statistics from well-known
blogs are
- 71 percent of all Internet-connected adults in the U.S. have a Facebook page.
- 52 percent use at least two social media sites.
- 50 percent of college-educated online adults use LinkedIn.
- 70 percent of all Facebook users interact with the site at least once per day.
- Facebook users have a median 155 Facebook friends.
- LinkedIn, Twitter, Pinterest and Instagram all showed a significant increase in usage in 2015 over 2014.
Here
is what makes corporate giants bit nervous: All of those social
media users could conceivably be talking about your company — and
they feel helpless to control the conversations.
If
you have the responsibility for attracting the top talent, convincing
them to join your company and helping with their development and
retention, you might be pro of the social media sites. After all,
users can say what they want, sometimes in complete anonymity. If
someone posts a comment that your company treats applicants rudely —
for example, never acknowledged the receipt of a resume or
rescheduled interviews at the last minute — others might have less
interest in working for your organization.
Many
HR professionals have chosen to ignore social media, believing that
any interaction could give detractors an opening to attack. However,
social media transparency can go a very long way to polish your
reputation and defuse potentially detrimental comments.
Here
are some tips to expand the power of social media for recruiting top
candidates.
No
individual, department or company handles every situation perfectly.
You
or your organization can make mistakes. Accept that fact, and be
willing to admit your shortcomings when needed.
Learn
what people are saying about you, especially your current and former
employees.
One
excellent way to do this is to check the reviews posted about your
company on Social media and Google. You might be pleasantly surprised
and learn that your employees value the mentoring they have received.
On the other hand, you might learn that your employees feel that
their on-boarding process left a lot to be desired. Either way, use
the feedback to rectify problems or strengthen the positives.
Do
not be afraid to engage others and respond to criticism.
For
example, suppose you find about how a candidate waited 10 days to be
called back for a second interview after being told that he would
hear from you within 24 hours. Apologize, assure the poster that this
is not normal for your organization and advise that you will look
into ways to make sure such incidents do not happen again. Do not
make excuses, argue or “call out” the poster.
Whenever
possible, post relevant news on your social site.
If
you are participating in an upcoming job fair, announce it on social
media. If you have job vacancies, post them on your social sites as
well as your company website.
Give
people a chance to get acquainted with your company, even when you
are not currently recruiting.
Discuss
what your organization values, its mission and its goals. Letting
people learn about your company culture can make it easier to recruit
them when the need arises.
Stay
current on the latest technologies to make sure that your efforts are
not wasted.
For
example, the latest estimates show that 90 percent of your candidates
use mobile devices to search for and review your jobs. You need to
ensure that they can find and access your posts, regardless of the
device they use.
Marketers
know that word-of-mouth is still one of the most effective tools
available. HR directors know that referrals from current employees or
trusted associates can often result in exemplary candidates. The
social media sites combine aspects of word-of-mouth advertising with
personal referrals — and the results can be outstanding.
No
matter what type of recruiting methods, AppliView is always with you.
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