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Thursday, September 5, 2013

You do social sourcing. Now start your social recruiting strategy! (Part 1)

 This will be a series of 10 posts focuses on social recruiting.

In May 2013, the Aberdeen Group reported that "social networking sites have jumped up to the second most effective source of hire," after employee referral. According to a study published by CareerArc, two out of three companies will implement social recruiting in 2014. Their June 2013 study surveyed 350 hiring employers and 2,117 job seekers and showed that:
  • 72% of companies use social media to advertise their jobs;
  • 59% of companies find they get more referrals and 50% get more applications by using social recruiting;
  • 1 in 3 job seekers use social media as their primary tool for job searching;
  • 50% of job seekers spend more than 6 hours per week using social media for their job search.

Today, social sourcing is a fact: 92 percent of U.S. companies are using social media networks to recruit talent. Are you able to make the most of it? Probably not: your "social" efforts likely hit a wall - because you drive "social" candidates to your career site and ask them to fill the same convoluted forms just as you did five years ago. So, despite significant investments in social sourcing, your company probably comes across just as antisocial as it did five years ago.

Can you stop relapsing into the old days? Yes, you can, and it's easy. You need to go beyond social sourcing and have a social recruiting strategy. You need:
  • A destination within your corporate site that allows you to transform a follower or a connection into a contact and a link into a relationship. In short, you need to continue to engage.
  • A network to scale engagement capabilities. You already know, based on your experience with social networks, that engagement can only happen if parties share a common space where they can interact. Follow-through must also happen on a network. It's not enough to store candidate information in a database.
TalentCircles is the talent engagement network that enables you to:
  • Expand on your social sourcing efforts.
  • Transform these efforts into a coherent and rewarding social recruiting strategy to offer an optimal social candidate experience. 
Social recruiting is the ability to better engage with candidates, engage with more of them, know them better, nurture a vibrant community and build up relevant talent pipelines for immediate or future positions in order to save time and money.

This series of posts will describe the nine "Cs" that drive a successful social recruiting strategy and leverage our Talent Engagement Index™ and our Candidate Engagement Index™ models to assess your progress and performance.
  • C#1 Continuity — Articulating social sourcing and social recruiting
  • C#2 Consistency  — Follow-through your branding strategy
  • C#3 Culture — Your core values and your credibility
  • C#4 Courtesy — Social recruiting means candidate centricity
  • C#5 Conversation — Live video screening and discussions
  • C#6 Curation — Pre-recorded interviews/questionnaires
  • C#7 Content Marketing — Addressing real people
  • C#8 Conversion — Social sourcing, social sharing and socializing past applicants
  • C#9 Compute — Mastering Talent and Candidate Engagement Indexes

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