5 Ways to use social media to lure talent and hire the best

How things change. Who would have known that Facebook, LinkedIn and Twitter (and YouTube as well) would emerge as some of the best talent recruitment channels out there today? The proverbial headhunter is turning to social media as well, but while the old-fashioned talent recruitment agency hasn't altogether disappeared, more and more companies are looking to lure talent via social. Here are five ways that companies are looking to social media in helping their recruitment drive...

1. It's about storytelling. Yes, storytelling is the buzzword of 2013, and how. Besides engaging consumers and creating relationships between brands and products and customers and consumers, storytelling is playing a big part in establishing corporate credentials in front of a potential workforce. Social storytelling is live wire – far more dynamic, in-the-now, real, almost-unedited compared to website based trumpeting. Potential candidates get to know their prospective employers better via social. Often they can engage directly with employees or even prospective bosses.

2. Targeted contacting is possible on social. The stories or interest-focused contact points on social are far ahead of a simple web-based communication. A newspaper as has an email address at the end. A social post or tweet is on-going in opportunity and is totally scalable – it can fine tune-in to the interest and skill-set match, and that tune up or down in engagement depending on engagement level, result of the communications and progress in the recruit cycle. A page insertion in a trade magazine goes that far. But social contact is far more rewarding and facilitates very tightly focused moves to disseminate critical information about company, jobs, teams and leaders.

3. The talent search process becomes a lot easier because today's social platforms offer up huge and deep insights into both people and companies. LinkedIn can be micro-filtered to find someone out there, and the process works in reverse as well. Potential candidate listing and contacting has become a lot easier with these tools, and there are no hefty fees involved. As well, the word of mouth power on social works amazingly well via people's network of friends and their contacts. Companies are often requesting re-tweets of their job postings and looking for shares on facebook.

4. Real insights are making a big difference in the ways companies pre-profile candidates using social media platforms. Increasingly companies and HR departments dig deeper than the CV mailed in. They will look at a LinkedIn profile. Further, to "find out more about the real person" they'll try and access a facebook page.

5. Finally, companies today are being more open on their social media policies when luring candidates. Young candidates who are totally wired often seek 'social benefits' as much as they do vacation days. Two-thirds of college students ask about social media policies during job interviews, while 56% will either not accept a job from a company that bans social media, or they will circumvent the policy. The survey adds that 41% of employees say companies marketed a flexible device and social media policy to recruit them, says the Economic Times.


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