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How to use social media to boost recruitment

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Frank Communications
Frank Communications

Use social media to boost recruitment by building and nurturing networks before needing to recruit. Involve employees to spread information about open positions through their personal networks. Be honest about job requirements and company culture across all channels used. Make the application process easy and pay attention to confidentiality.

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How to use social media to boost recruitment FRANK COMMUNICATIONS OY Tel. +358 (0)9 4241 3377 frank@frankcommunications.fi Fredrikinkatu 45 A, 00100 Helsinki, Finland Fax +358 (0)9 670 377 www.frankcommunications.fi
Not just an advertising channel • Social media is not just a publication channel. If you use it, have an active presence • Use social media also to follow interesting people and competitors
The strength is in the networks • The power of social media is in the networks. Build and nurture them already before you need to recruit • Social media is full of great applicants, but also great messengers
Get the entire company involved! • Utilise your employees’ personal networks – Encourage people to spread the word about open positions • Ask your personnel to update their LinkedIn profiles and to link them to your company profile • Bring out your talented people. Candidates will want to know, who they’ll be working with
Dare to stand out • Recruitment is also marketing. Involve marketing people in the process • Candidates appreciate a personal touch – Avoid recruitment jargon. Be honest about what sort of character is required for what sort of job – In social media, even a small company can have a big presence
Pay attention to channel selection • Use a combination of different channels – social media and others – to advertise open positions • Select channels based on the position you’re hiring for – The channels you use relay a strong message of your company culture • Make sure that you send a coherent message through all channels
Mind the basics • Make sure that your company profiles are up to date • Make sure your electronic application form works properly
Make it easy to apply for a job • Don’t hide contact details • Be clear about who to contact, how and when • Be open and clear about how and when the recruitment process will proceed
Pay attention to confidentiality • Only collect relevant data from applicants • Pay attention to confidentiality also in social media. Not all applicants want to publicise the fact that they are applying
It’s not all about the money • Don’t do social media just to save money • Make a budget for the time you need to spend using social media, not just the money
The contents of this presentation were originally published on Twitter as a campaign of 25 tweets. #25recruit
Would you like to hear more? Frank Communications Tel. +358 (0)9 4241 3377 frank@frankcommunications.fi http://frankcommunications.fi http://twitter.com/frankcomms http://storify.com/frankcomms Frank LinkedInissä

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How to use social media to boost recruitment

  • 1. How to use social media to boost recruitment FRANK COMMUNICATIONS OY Tel. +358 (0)9 4241 3377 frank@frankcommunications.fi Fredrikinkatu 45 A, 00100 Helsinki, Finland Fax +358 (0)9 670 377 www.frankcommunications.fi
  • 2. Not just an advertising channel • Social media is not just a publication channel. If you use it, have an active presence • Use social media also to follow interesting people and competitors
  • 3. The strength is in the networks • The power of social media is in the networks. Build and nurture them already before you need to recruit • Social media is full of great applicants, but also great messengers
  • 4. Get the entire company involved! • Utilise your employees’ personal networks – Encourage people to spread the word about open positions • Ask your personnel to update their LinkedIn profiles and to link them to your company profile • Bring out your talented people. Candidates will want to know, who they’ll be working with
  • 5. Dare to stand out • Recruitment is also marketing. Involve marketing people in the process • Candidates appreciate a personal touch – Avoid recruitment jargon. Be honest about what sort of character is required for what sort of job – In social media, even a small company can have a big presence
  • 6. Pay attention to channel selection • Use a combination of different channels – social media and others – to advertise open positions • Select channels based on the position you’re hiring for – The channels you use relay a strong message of your company culture • Make sure that you send a coherent message through all channels
  • 7. Mind the basics • Make sure that your company profiles are up to date • Make sure your electronic application form works properly
  • 8. Make it easy to apply for a job • Don’t hide contact details • Be clear about who to contact, how and when • Be open and clear about how and when the recruitment process will proceed
  • 9. Pay attention to confidentiality • Only collect relevant data from applicants • Pay attention to confidentiality also in social media. Not all applicants want to publicise the fact that they are applying
  • 10. It’s not all about the money • Don’t do social media just to save money • Make a budget for the time you need to spend using social media, not just the money
  • 11. The contents of this presentation were originally published on Twitter as a campaign of 25 tweets. #25recruit
  • 12. Would you like to hear more? Frank Communications Tel. +358 (0)9 4241 3377 frank@frankcommunications.fi http://frankcommunications.fi http://twitter.com/frankcomms http://storify.com/frankcomms Frank LinkedInissä