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3 Key Social Media Trends for recruiters and HR

Like it or not, you are recruiting in the world of Google. Just as easily as you can go to the Internet to look things up, so can your employees and your potential new recruits. That potential candidate is most likely looking at you before they even respond to your email, job posting, or call – and when they do, what do they see?

Back when I started out, the only jobs I could see were the ones posted in the newspaper, and I didn’t know if 1 person or 1000 people had applied, nor did I know how many opportunities were actually on the market. That meant my company could treat me poorly, and I’d stay because the fear of being unemployed held me there.

How different the world is today! A quick search for relevant jobs here in London and 2700 possibilities pop up for consideration in just the first three results.

Are you treating your employees well?

Today, employee engagement is also impacting your ability to recruit because your employees have the opportunity to leave their thoughts about you and your organisation on Glassdoor, Indeed, Facebook, Twitter and more.

What do your reviews say? Would you join your organisation?

And what about your own profiles and those of your hiring managers; do you look approachable? Are you sharing great insights into what you’re doing as a company? Can future recruits hear excitement from their future boss and colleagues? In 2017, your management is going to need to get social.

Now I know this is a turnaround. Not that long ago we were banning our employees from using social media, thinking gagging them was the best way to avoid negativity, but now people have access to social media in their pockets and employees can use it freely. So embrace it!

Why shouldn’t your happy employees share photos of their working lives? Why should that be controlled by marketing or HR? You trust your employees to use the phone and email, so why not trust them to share about your organization on social media?

Do you feel a little sceptical when you see those PR polished employer branding videos? Do you wonder at the authenticity and the missing ‘ums’? Your future recruits may prefer to see real videos of real employees that were taken simply on a smartphone, full of shakes, ‘ums’ and authenticity. I know I would.

Call it profersonal or using hyperpesonalisation. You are going to need to be more, ah, well more human to succeed. Sure, you are seeing a rise in robotics, AI, Chatbots and more, and I am sure they’ll find their place, but recruitment is fundamentally a person-to-person interaction.

As candidate engagement rates drop and as transparency increases people will be looking at you to see the real things about you. Like when they look at me and see more than my social recruiting expertise; they see my Aussie British-ness, that I live in London with my 2 dogs, and that I am usually to be found on a plane or in a field.

People will also expect you to make an effort and look beyond a LinkedIn profile. As you’ll see in the webinar, there are tools to use that make this easy for you and that give you conversation starters and true insight. Personalised messages from caring recruiters will win.

But also remember, no matter how much you see about a person online, there will always be things they don’t share that will stop them taking your job. Be human, talk to them.

https://theundercoverrecruiter.com