A 5 Phase Framework for a Social Recruiting Strategy That Works

A 5 Phase Framework for a Social Recruiting Strategy That Works

Having a solid recruiting strategy in place is vital if you want results from social media.

There are a lot of shiny toys in the world of social recruiting that can easily make it overwhelming. But having a strategy in place, will keep you focused on the ultimate goal – making great hires.

In this blog post, you’ll learn a five-phase framework that you can use to create a social recruiting strategy that works.

PHASE 1: IDENTIFY

The first phase in creating a social recruiting strategy that works is the identify phase. This is when you want to take a step back and think about where your potential candidates are contributing online. For example, it makes more sense to be active on Stack Overflow than LinkedIn if you’re going after developer talent.

Let’s break down the identify phase into three steps. 

Step 1) Create a list of all the websites your ideal candidates frequent. Sticking with the developer example, you might include GitHub, Stack Overflow, and Twitter in your list.

Step 2) Once you’ve identified the websites, it’s important to understand the rules of the community. Having a firm grasp of what the community will tolerate and what it won’t, can save you not only a lot of grief, but it will save you from getting banned by the sites’ moderators.

Step 3) Observe how community members interact with another and get a feel for the language they use. Knowing this will make it easier for you to insert yourself into the conversation, whether you’re sharing content or having discussions.

“Wherever your ideal candidates are on the web, that’s where you need to be.” Tweet this!

Now that you’ve identified the platforms you need to be using in order to find candidates, it’s time to enter the planning phase.

PHASE 2: PLAN

For any strategy to work, you need to have a plan of attack. In the plan phase, this is where you organize what you’re going to do and how you’re going to do it.

Here are a few things to keep in mind. You want to plan:

Your goals. What do you want to accomplish? Is your goal to drive traffic to a career page or is it to build relationships? Clearly defining your goals will help you stay focused.

Your tone. You’ve already identified how your candidates interact on the web, now you need to determine what type of tone you’re going to portray in order to attract them. If they portray a more playful tone, you wouldn’t want to showcase a dry, humorless one.

Which metrics you’re going to track. Not every goal you set can be quantified, but do strive to create measurable goals. Having quantifiable goals can help you determine the healthiness of your strategy a lot quicker than having non-quantifiable goals. For example, if your goal is to drive traffic to your career page, you can easily use an analytics tool to measure traffic.

We’ve gone through phase one and two. You know how to identify the places you should be spending your time on and you know that you need to set goals and have an action plan.

Now, it’s time to put all of this into practice.

PHASE 3: EXECUTE

The execute phase is where you put your plan into action. You’ve spent time identifying places to find candidates and planning what you’re going to do and how you’re going to do it.

“All the planning in the world won’t matter if you don’t execute.” Tweet this!

So, now that you’ve executed your plan, what is the next step? Now it’s time to measure the results and assess how well your plan worked. 

PHASE 4: MEASURE

Your strategy will not always work out as planned. This is where the measure phase comes into play. This phase will allow you to determine what worked and what didn’t. 

Take the metrics you chose to track in the plan phase and use them to determine if you’re on the right path to accomplishing your goals. 

If you find your strategy falling short, you’ll want to look over each phase and determine where the gaps are. This might mean making a change somewhere in one of the phases, but ultimately, measuring will help fine-tune your overall strategy. 

PHASE 5: REPEAT

The last phase in this framework is the repeat phase. By the time you reach the repeat phase, you should know whether or not your strategy is working. If it’s working, you’ll want to repeat the process only making minor tweaks if needed.

CONCLUSION

We covered the five phases that go into a social recruiting strategy.  Each phase is an important building block that will help you create a strategy that will help ensure you social recruiting success and get you the hires you need.

Download “How to Becoming a Social Recruiting Pro” at:

http://www.gild.com/2014/02/5-phase-framework-social-recruiting-strategy-works/

Attend the APAC Recruiter 2014 Conference to find out more about Social Recruiting strategies. Details at:

http://www.hofconsulting.com/conferences/details/apac-recruiter-2014

 

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Posted in: Talent Acquisition