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Jun 15, 2017

Approx. 3 min. read

How to Outline a Social Recruiting Strategy

Where should you get started, if you haven’t already established a strategy for social recruiting?

Where should you get started, if you haven’t already established a strategy for social recruiting?

Social recruiting should be a planned effort to effectively drive results and spur a positive online reputation. Social recruiting should not the responsibility of the HR department alone – successful recruiting campaigns require input from a range of departments within the company and a culture of sharing.

What are some key aspects to remember, when outlining a strategy for social recruiting?

Related: How to Make Social Recruiting a Company-wide Effort

Set Goals

As with any strategy, social recruiting should start with goals. And not just any goals, but specific ones tied to your overall mission and values. You should think about what you want to achieve in terms of recruiting in the long run, and even short-term. Are you looking to increase number of quality of applicants? What about the employer brand? Goals make it easier to plan, inspire employees, provide guidance and control performance in recruiting.

Plan your content 

Content is a great way to boost your findability and attractiveness as an employer. The employer branding and social recruiting content you post should help your target candidates get acquainted with the brand, understand its mission, and find out what makes it stand out from the rest of the players in the market.

To leave an impactful imprint on interested candidates, you need educational and inspirational content to keep them hooked, while also revealing the heart and grit of your organizational mission. Also, keep it diverse, with a healthy ratio of company and industry knowledge.

Know whom you’re targeting

Knowing whom you want to hire will affect the channels, timing, and the types of content you should be using. So do your research, and remember to base your ideal candidates on the company culture and values.

Identify different social channels to find prospective applicants, ask your employees to find out where talk with their peer groups and use sites to find networking events. List the keywords and their synonyms for the titles you’re hiring. These are just some tips to help you find your target audience and establish whom you will start conversations with and produce your content for.

Know your target audience on social media

Make it a collaborative effort

Your employees can greatly help in building this brand – and in bringing in new applicants through a referral recruiting system or simply posting relevant content to their social networks. Referred candidates tend to be hired faster, and they’re also more likely to stay. There are easy ways to invest in your referral recruitment program.

Investing in social recruiting has significant potential for quickly spreading information, targeting candidates and getting employee referrals. Just make sure your strategy, content and technology are up to date and there to support your efforts.

Find out how to include your employees into recruitment efforts online by downloading the guide below.

Reach more talent with the help of employee advocacy and social recruiting

Written by

Annika Rautakoura

Annika Rautakoura

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