Social recruiting is extremely powerful for the current and future state of your company! Want to get a clear understanding on how to use social recruiting in your recruitment process in order to reach the best candidates, may they be active or passive?
Then this article is for you!
Online content gets consumed in increasing numbers each year. Actually, multiple social media platforms at once. With that in mind, one of the questions in HR-ON’s “Meet the team” section is, “What are the top 5 most-used apps on your phone?”. You will be able to see in the future posts that most of the people answering will choose them to be mostly social media apps.
Thinking about it, you can likely name 5 social media platforms without difficulty. The permanent usage of social channels has changed the way we interact with each other and has had a profound impact on the way we approach the job search process.
Job searching and recruiting continue to evolve alongside of numerous trends in the HR departments. Technological advancements, results from previous campaigns, competitor’s campaigns and predictions for the future are only few examples of influential factor in HR development. These are the factors that will mold the recruiting systems in the future years.
Progression changes direction and new innovative solutions might replace all the recruitment efforts we are working on today. Now, I am not saying it’s not important to be up to date, relevant and appeal to the different generations, but remember, to take a breath and find your own online voice and be genuine in doing so.
Looking back in time we see examples of influencers that were dead wrong about future trends. In 2007, when Apple was just in the beginning of developing a phone that acted as a computer as well, Steve Ballmer (CEO of Microsoft at the time) said ”There’s no chance that the iPhone is going to get any significant market share. No chance. ”
The time for websites that are not responsive is ending. Small and medium sized companies are getting on board and reaping the value of user centered designs, a trend which seems to increase every year.
Not to mention, a report made at Cisco that predicts that mobile data traffic will increase sevenfold between 2017 and 2022. Besides that, if looking at the accelerated evolution within the past years, the development doesn’t seem to stop at 2022.
According to Statista there will be nearly 2.9 billion users of mobile devices by 2020 so not having a responsive website will end up costing customers in the long run.
Interact with users and participate actively in conversations
People like to form a connection and get in contact with companies through dialogue. LinkedIn, Facebook, blogs and all other social channels serve as a way to peek into the lives of possible collaborators and future candidates for your job openings. Participating actively in meaningful and related conversations gives you access and can awake interest in passive candidates.
Now that we are talking about these specific candidates, what exactly is a passive candidate?
A passive candidate is a person who is not currently looking for a job, but has the potential of being the perfect fit for your company. They represent a big percentage of the workforce, in fact 92% of candidates would consider switching jobs if a company with an excellent reputation offered them a position. That alone should be a incentive to be proactive and start building a good brand reputation!
The passive candidates already have the stability of a job, though, so you will need will need to charm and make them want to join you.
You can do that with your social media marketing strategy and a focus on employer branding.
This is a significant and effective gateway in the pursuit of the passive candidates. A lot of magic comes with this buzzword and there is more to come. The influencer market has become quite saturated, and social media channels are battling fake accounts and people faking their real influence, so employer branding is becoming an increasingly relevant method of establishing a credible and trustworthy brand.
Ideally, your online reputation is flawless, you reach your audience with little effort, prospective clients and candidates can easily find and interact with your company and your best content. Now, the reality is that there is a long way to reach all of that and it is a work in progress.
Quality content that is tailored for your desired audience is a great way to start. Know your audience and optimise their online experience so that there aren’t any inconsistencies and confusing call to action in your digital footprint.
A 2017 study made by DemandGenReport shows that 75% of people said that the online content had a significant impact on their buying decision, so gaining their trust through quality content pays off in the long run.
Make a social media strategy that adjusts to your audiences behaviour so that you talk their language, without losing your brand identity.
Your presence on each social platform can differ, as long as your core values and identity is still represented.
It comes without saying that all the technical aspects need to work as in working landing pages, no errors and responsive design.
Use your employers networks
The chance is that you and your employees are connected through social networks to many potential customers and potential candidates. Tap into that potential and connect with the audience in a more organic way.
This can be included in your employer branding strategy, because your employers are your best asset and their networks may as well be a gold mine.
In order to have employers that are ambassadors of your brand, they need to be happy, satisfied and feel like they matter in your organization for their efforts to be genuine.
Empower them to be active socially, digitally and even encourage them to write about working with you on their blogs and give reviews of your company.
According to a 2018 study done by BrightLocal, 84% of people trust online reviews as much as personal recommendations, so covering both of those fronts gives you best exposure.
Make sure your employers know that you are open to them sharing and helping to fill in job positions and some even make it as an ERP -employer referral program- where there can come bonuses for referring to an excellent candidate that ends up being employed.
Show off your employees and your company culture, including that in your social media marketing strategy and on your website. Make visible the fact that you are proud of your employers and your work environment.
In this previous article we talk about the usage of video in recruiting qualified candidates and is a great opportunity in your employer branding and social recruiting.
Be mindful about utilising the power of social media, your own and your employers networks in order to get the best results in the recruitment process.
There is so much access to broad networks and information, so it is your and your company’s responsibility to use it to its fullest in your recruitment.
What is all the hype around diversity and inclusion? Is there an increase in focus on fewer opportunities for some, or equal opportunities for everyone?
What exactly is the meaning of diversity in the workplace?
Does it pay off from a business perspective to focus on diversity and integration?
These are some questions that might be on your mind when talking about diversity. Let’s break it down into smaller pieces.
The employees have their own set of skills which are attained through studies and experience, as well as through their personal and professional background, all of which will affect their work perspective in certain ways.
On a personal level we are talking amongst others about ethnicity, country of origin, gender, age, sexual orientation, religious beliefs or disabilities. The second level is the professional diversity that includes amongst others academic background, career path, industry background, personality type and thinking style.
All of these traits and experiences are accumulated over time and give candidates unique perspectives and skills that come in handy when the company wishes to increase creativity and develop innovative solutions. That being said, employers are not defined by their background, but rather enriched by it.
Integration can be designed as an ongoing process in which all the qualified bidders are taken in consideration and where the focus lies on giving everyone a fair, unbiased chance and not concentrating on excluding some or stop hiring and promoting the typical profile.
Inclusion is shifting attention towards bringing people in as a substitute for keeping people out.
A workplace that focuses on a culture that is accepting of diverse profiles and that includes everyone is on their way of designing the job environment for the future workforce.
This is done by designing a workplace where employers can all have lunch together, make company activities so people interact with each other beyond work tasks and be aware of the employers work-life balance.
Look beyond culture fit when hiring for new positions. By looking for someone who will compliment your work culture you end up having a fresh mindset that will improve and bring new insights to your team. Teams created by like minded employers with a similar cultural heritage and educational background tend to become homogeneous thus making growth and development a slow process.
It all starts with the leadership
Include training in cultural awareness, diversity and inclusion. Set guidelines that will ensure the implementation of processes that support and embrace diversity in the workplace.
Measure the progress of the inclusion efforts with the help of analytics. There are relatively easy options to help eliminate bias from inclusion and diversity processes. Analytics help identify and minimise unconscious prejudice throughout the HR departments.
The first step in combating bias is to be aware of it. Once recruiters become aware of this, they will be more likely to screen for a broader candidate base.
Optimize the hiring process so it is based solely on merit and not cultural heritage, race or simply a name that sounds foreign, and continue with the career advancement processes in promotions and leadership development. Focus on these issues and give a fair chance to all candidates and therefore enhance employee involvement and give them a memorable employee experience.
Business value in diversity
There is revenue to be gained by D&I. The benefits are numerous, starting with increased creativity and innovation. A recent BCG study shows that companies with a diverse leadership have 19% higher revenue. This is the result of a diverse team that will inspire each other and come up with more diverse solutions to the company’s problems.
Creativity is broken loose, more innovative solutions come on the table, you get a competitive advantage and the employees are engaged and motivated to do their job knowing that their actions are acknowledged and they have a fair chance of advancement. As a result you get a positive reputation which enhances your talent pool.
–for those curious minds a talent pool is a database where hr managers keep all their top job candidates.–
The only offset is that it takes time and engagement to change the way things have been working out so far, and naturally the beginning might be rocky, so keep at it if you want to see results.
We are facing a accelerating globalisation and advancement in technology and access to education. Therefore the future of the talent pool is expected to grow in the future, in fact, according to The Organisation for Economic Co-operation and Development (OECD)
“the number of young people aged 25-34 with a tertiary qualification increased by nearly 45% between 2005 and 2013 in OECD and G20 countries and is expected to keep increasing in the coming decade”.
Though migration may make a difference in where the future workforce will come from, the OECD predicts that the individuals with a higher education in the working age population from the EU countries is likely to increase from 26% in 2015 to 34% .”
By 2030 more than 60% of science, technology, engineering and mathematics(STEM) educated young people will come from non OECD countries mainly India and China.
For more information on HR-ON check out our website and other main article, for example: Why you should recruit diverse employees
Many people unconsciously recruit people with similar profiles to their own. But there are many advantages in looking at the alternative profiles and promoting a diverse workplace. This article will highlight the top reasons to recruit diverse employees.
In many companies, the workforce is very homogeneous. It is, after all, easier to recruit people just like you. But is this always an advantage? Not according to the manager at HR-ON, Ali E. Cevik. He has matched hundreds of candidates with the right company over the years.
“I have facilitated and held skill development courses since 2003. I found that the teams who were diverse in gender, culture, and age were remarkably better than the homogeneous teams.”
Ali thinks that diversity should be seen as a strength and points out that with diversity follows an enormous potential for innovation which is seldom fully utilized. His point is supported by a report by McKinsey & Company.
Core values are as important as qualifications
Ali has, in the span of his career, helped to place more than 400 candidates in different companies. His point is that companies should focus on the core values of the potential candidates instead of only focusing on their professional qualifications. He has a positive experience with implementing this idea in recruitment.
“I helped to place a young refugee in a big consultancy where he was first made responsible for sales and later hired by the purchasing department,” says Ali and continues: “He had no experience, limited language skills, and no usable knowledge in the field he had to work in. But he got the chance and created his own position through his personal qualifications, willingness, and curiosity. At the same time, he created innovation in the organization and jobs for others. Had he not gotten the chance, he would have never come so far and made the results he did.”
Diversity is not only about giving the inexperienced candidates a chance. It is also about having better results as a team.
See this article about Value-based recruitment.
Diversity for a better workplace environment
It is not only the practical work that profits from diversity recruitment. ”It is also a very strong employer brand to be able to collaborate with diversity and core values instead of the classic economic incentives,” says Ali.
In terms of creating more job satisfaction among the employees, the research Good Workers’ Index 2015, also points out that meaningful and positive relationships with colleagues and management are by far the most important elements of a good work life.
A diverse workplace can help to promote learning, creativity, and innovation. It is important to create close relationships in the workplace.