Talent Circles

Friday, April 5, 2013

The Secret To Candidate Engagement is You


By Jessica Miller-Merrell

The Secret To Candidate Engagement is You When dealing with an employee or workplace situation, the best way to get to the heart of the matter is to sit down, ask questions and have an old fashioned conversation. That can be a challenge when recruiting on social media or the Internet. Recruiters always are concerned about how much information, resources and personal insights they should share. Candidates want to feel like they’re important and that the recruiters listen to whatever they have to say. At the same time, recruiters feel like they aren’t able to share detailed information. So how do balance secrets and giving candidates information? Don’t worry. We’ll tell you what to do.

Develop a Social Recruiting Policy. In order to protect yourself and your activities on social networks, encouraging your company to develop a policy that outlines what is acceptable and what’s not will help balancing giving sharing information, but increase good forms of communication with candidates. When dealing with multiple channels it can sometimes be overwhelming and information sharing could happen without a second thought. Encourage your company to create a policy that clearly lists the do/donts of sharing information with candidates.

Invest in Talent Communities. Candidate engagement cannot happen without a talent community. There’s absolutely no way that a recruiter can routinely communicate with a candidate pool efficiently unless here is one centralized location. You can capture this type of information in any medium that works best for you, but it’s something that all recruiters should be doing. If you are able to build a community of great content you have a great chance of driving great candidates off the sidelines and into your company.

Have a Strategy. As the social landscape changes on almost a daily basis recruiters must be able to go where the candidates are. No longer can recruiters rely on the “post and pray” method. Each candidate enters the funnel at different states and it’s up to the recruiter to find them and make sure they’re captured. The Candidate Experience Survey asked candidates at what stage they entered the relationship with a potential employer. The majority of those responding indicated that they had some level of relationship with the employer at a later stage, which shows they are ultimately the employers to lose.

As the title of the blog states, “The Secret To Candidate Engagement is You.” No matter what route you take in your recruiting practices, know that everything is dependent on the effort that you put into each interaction with candidates. Having a strategy in place so you aren’t randomly posting, building a talent community to act as the central hub of information and engagement and creating policies to protect yourself and develop your program in one unified manner will all help make you successful in your recruiting endeavors.

What have you done to increase candidate engagement in your field?

Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media. She’s an author who writes at Blogging4Jobs. You can follow her on Twitter @blogging4jobs

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