How Social Engagement Can Help Your Recruiting Process
The current talent shortage is making for a very creative recruiting environment in the life sciences arena. As vacancies far outnumber the candidates, the landscape is competitive. Candidates hold all the cards, it would seem, and if you are looking to onboard at the executive level you need to discover ways in which you can stand out from other organizations.
40% of Quality Hires Now Come from Social Media Interactions
As part of your toolkit, social media can be an effective tool to help you engage potential candidates as well as clients.
LinkedIn, in particular, has become a gauge of sorts, as it’s often the first point of contact between you and a prospective company. In fact, in LinkedIn Talent Solutions’ Global Recruiting Trends Report for 2017, 40% of quality hires are coming from social media, a metric that is somewhat evenly balanced between referrals and third-party websites. As of 2016, a full 84% of companies were actively recruiting through social media.
That being the case, your company’s LinkedIn profile—as well as those of your recruiters—needs to be notable, noticeable, and different enough that it will garner the attention of the people and companies you want to work with.
Social Engagement as Strategy
It’s not enough to simply have a profile. Your profile needs to be well thought-out and complete, but the buck doesn’t stop there. A static profile with little activity will appear to be standing still. A profile that is actively engaging its followers will draw attention, proving the old adage that the squeaky wheel (still) gets the grease.
Social engagement hinges on being able to provoke thought and start discussions. It provides you with an opportunity to lead with authority, providing proof of your influence and strengthening your position within your niche.
To that end, here are a few tips on how to boost your social engagement on LinkedIn:
Invest Time and Effort into Your Profiles
Your brand, as an entity, consists of a lot of moving parts in the form of recruiting consultants. Each consultant is a brand unto him or herself. While your company’s profile needs to reflect the mission and values of your organization, it should provide the authority upon which your consultants can base their own personal brands. Both company and consultant profiles need to be engaging and active, providing useful, actionable information that represents value to potential clients and candidates alike.
Ensure that all of your profiles are complete and up-to-date. If your candidates have trouble tooting their own horn, outsource their bios to a professional copywriter. Company and consultant profiles should always be in the first person, as social media is a personal platform and you want to be as human and as reachable as possible.
Engagement is a Two-Way Street
By the very definition of the word, engagement requires the input of more than one party. It’s not enough to re-post and cross-post (though that should be a part of your strategy and will help you to connect with others in your niche), you should be creating fresh, original content that represents your unique point of view. If you can post articles and insights that pique the interest of people in your wider circle, your word will travel further, and your circle will grow.
Join a group or two within your niche or think about starting a group of your own. Stepping outside of your inner circle will broaden your reach and will help you connect with voices of authority. Studies show that the most successful recruiting agencies are the ones that are actively interacting and engaging with their audiences.
Another tool you can use to your advantage is the “active” status that LinkedIn provides. It shows you when a user is online and displays when you are signed in and available as well. The more personable and reachable you are, the easier it will be to connect with you.
Post Only Mindful, Relevant Content
LinkedIn isn’t for skateboarding dog videos or pictures of your backyard barbeques. Though these certainly have a place in the social media realm, it’s not about business. The content you post should have some merit and insight into your thought processes, your methodologies, and ultimately, your values – both as an individual and as an organization. If you can manage it, create the content yourself. Blogging is a great way to let your audience know just where you stand on current topics of discussion. Individual insights should reflect the culture and ideals of the organization as well, providing some transparency into your processes and the challenges that you face.
Letting people in your industry know that you are experiencing the same pain points as they are, you may be able to position yourself as a solutions provider who always has their finger on the pulse of what makes the staffing industry tick.
Recruitment is a People-First Initiative
Is it possible to affect transformation through social media engagement? Absolutely. Devise a content and social media strategy that includes a completed LinkedIn profile, active engagement, and insightful content and you’ll be ahead of the curve in no time. As recruitment is a people-first industry, you need to make time to prove you are a real human being. Speak up, voice your opinions, share insights, and do it regularly.
If you have any questions or comments, call to speak to one of our recruiters today.