A Powerful and Easy-to-Follow Social Recruiting Plan for Recruiters on a Time Budget
A three-part plan to developing a social recruiting plan
Generally my morning routine consists of me scrambling to turn off my 4:30 am alarm before the rest of the house is woken up and tiptoeing downstairs to the coffee pot. I fumble to punch “BREW” and open up my laptop to check my email while my beloved pot of strong coffee gets going. I’m on the west coast, but support hiring nationwide, so I often have a few east coast based items waiting for me that I can quickly attend to, then it’s off to LinkedIn.
That’s right, one of my first and most ritualized stops of the day is LinkedIn to check up on the happenings of my feed and start networking with some new individuals. While some of you are undoubtedly thinking, “yes, well you’re probably a social-media crazed millennial, who can’t help but hop onto these sort of sites first thing in the day”, that’s only partly true. I am a millennial, but in actuality, I would much rather be enjoying a cup of coffee in disconnected silence. So why, you ask, do I start my day by networking and messaging people I don’t know?
While the world of recruitment is changing before our very eyes, the old saying still holds true, “it’s not what you know, it’s who you know”, and it’s my job to get to “know” you via these social networking platforms and alternatively help you get to “know” me and the company I work for. However, the world of social recruiting is changing, and simply networking won’t cut it as companies continue to leverage social media to attract top talent.
To fully leverage social recruiting, I have developed a three-part plan that I use for social recruiting success that I will share with you. In today’s post I am going to cover the first part of my three-part social recruiting plan for those who don’t have much time to devote to social recruiting.
Part One: Social recruiting for the stretched thin recruiter…
If you are like me, you may work for a company where you have to wear many hats. I thrive in a fast moving environment with variety in tasks so this is a bonus, however, at times it presents challenges. I often manage many time-consuming projects at once that require continued maintenance and when I began to look at our need to develop a social recruiting program it was clear this would be a large and arduous project. Between LinkedIn, Instagram, Facebook and the countless other social platforms out there, it is easy to find yourself quickly overwhelmed and I certainly was. However, after a large cup of coffee and a quick pep talk, it was time to develop a plan that would allow me to communicate just who Ascentis is, while connecting with others and creating a strong community of followers – all in a small amount of time each day. Below are the steps I took to develop a social recruiting program.
At first, I decided to jump right into developing a plan. How many things would I share a day? What platforms would I be sharing them? How can I get others to share what I am sharing?… I quickly realized I was getting ahead of myself and that I would need to first decide on the content of our posts. What do I want to communicate about Ascentis? Who is our team? What do we value? What kind of candidates are we looking for? The possibilities were endless…
In order to keep from overwhelming myself, I narrowed in on 3 content topics – our team, our values, and “a day in the life” of an Ascentis employee. All of my social recruiting posts will be centered on one of these three topics. This focus on just 3 content topics will help our program from running in a million directions and give our community of followers a cohesive understanding of just who our company is and what we value, which will ultimately help them decide if we are the right employer for them!
Here are a few things to keep in mind when deciding on content. Narrow it down – It is easy to run wild with ideas, but it is your job to tell a story. Give your audience a cohesive narrative and inside look at your company, focused in on the most important aspects of what makes your company unique. Keep it broad – Ok, contradictory to narrow it down, but what I mean by that is don’t make your topics so narrow that you can’t continuously come up with new content or posts related to it. For example, I chose “our team” as one of my content topics, because I can come up with a plethora of content that is all centered on team.
Most importantly, whatever you choose to be the topic of your content, make sure it will help communicate important aspects of your company to the outside world.
As I mentioned earlier, there are a multitude of social media platforms available to you. Depending on your industry, some may be more advantageous than others, however, I decided to focus on some of the more popular platforms (Instagram, Facebook and LinkedIn) knowing that I can always expand the program as we go. In my experience with projects of this nature, it is better to start small and expand with resources and time than to go to big and start abandoning ship as things become too overwhelming.
Once I decided on the platforms to post to, it was time to take a look at the frequency I wanted to post content. Since I had landed on 3 topics, I decided to post to the platforms 3 times a week. I landed on this number because it was a manageable frequency for me to post which is something you will have to determine for yourself knowing your bandwidth and your experience using social media. Remember, it is ok to start small and work up from there. Here is another beautiful aspect of social media, often times you can share the same content across multiple platforms and that is completely acceptable! You may have to change the formatting or edit the post slightly, but you do not have to come up with different content for each social media platform. At the end of the day the key to deciding on the frequency you want to post content rests on two factors – what is a manageable number for you to not only post, but manage communication on.
When you post to these platforms the goal is to have a community of people interact with your posts. This may be anything from sharing your content to commenting on it, both of which you want to acknowledge. It doesn’t have to take a lot of time from your day, but it can take up to an extra 15 minutes a day to manage depending on traction, so take that into account when posting.
The final step to developing a social recruiting plan is quite simple, develop your social content calendar ahead of time. I suggest at a minimum, doing all of your social media content development a week in advance. To do this, simply set aside however much time you need at the start or end of the week, it should not be more than 30 minutes to an hour to start with. At this time you can lay out what all of your posts for that week will be, both the visuals and written content to go with it. This will allow you to simply upload and post your content when the time comes. There are even apps you can download that will let you upload content and post it for you at scheduled times, so it’s as simple as developing, setting and forgetting. Well, don’t completely forget it since you should monitor and communicate with your communities a few times each week 😉
That’s it! I will begin the social recruiting for Ascentis next Monday, 1/30, and hope you follow along on the journey! You can follow us via Instagram, Facebook, Twitter and LinkedIn page, as well as my personal LinkedIn account, for continuous updates on our team and the day-to-day happenings at Ascentis.
Don’t forget to watch for my follow-up article for part two of this plan which will walk recruiters through both the successes and road bumps of these simple social recruiting tactics, as well as ways recruiting professionals can leverage these tactics to attract and reach the right candidates. Finally, you’ll read in part three different ways job seekers can improve their social profiles in just a few minutes a day to more actively attract recruiters attention and diversify their networks.
Until next time, cheers!
Michelle Hanson, PHR
Talent Acquisition and Development Manager