1. Locate Your Talent

In 2016, Seventy-one percent of recruiters have said that social media was effective in decreasing time to fill non-management, salaried positions—alongside 67% who’ve said that it was effective for filling management positions, per a Society for Human Resource Management (SHRM) survey.

The top reason: organizations could identify passive job candidates (82%) with social media.

Launch your own strategy for acquiring passive and active job candidates using Zoomph’s social listening tools. Our tools capture social signals identifying a person’s qualifications, passions, and requirements for a job.

To begin, create a social feed in one of several ways:

  • Conversation query
  • Geo Fence
  • Geo Location
  • Social Bio Search
  • Influencer Discovery

 

2. Perform a Prescreen

After identifying a few promising candidates, run a quick prescreen to minimize the amount of time you spend courting candidates who don’t fit the bill.

View prospects Author Cards, which provide a rundown of their social media history, demographics, and the handles that he or she interacts with the most.

For an even deeper analysis, engage Twitter Follower Analytics. Explose the shared behaviors, associations, and friends of your prospects’ entire Twitter follower lists to understand their everyday social influence.

Confirm that your prospects’ behaviors and interests align with your company’s values, culture, and line of work.
 

3. Engage Talent

This step does not necessarily entail an interview. Rather, this step is essential in building up a good rapport with your top candidates and giving them a reason to choose your company over another.

For passive candidates:

Get your company on the radar by engaging with candidates on social media. Remember that like in sales, personal recommendations are more effective than cold calls, so invest time into building authentic relationships with your candidates.

Strike up conversations around their favorite topics as indicated on theit Author Cards. Meanwhile, tap into their social conversations with Zoomph’s lisstening tools and gauge thier willingness to switch jobs.

In due time, invite them our to professional events relation to their interests and introduce conversations around your open position.

For active candidates:

Dominate career fairs by identifying top candidates on social before the event and personally invite them to the fair.

Use our listening tools to track social conversations before, during, and after an event. Or, innovate your recruitng process by activating our engagement tools.

IT-consulating company MetroStar Systems, recently used our Snapwidget to launch a “snapplication” campaign for recruitng millenial interns.

Other engagement options include:

  • Targeting your job postings to the devices, channels, & hashtags that your candidates engage with the most
  • Creating social polls that let candidates share their views on important topics
  • Launching leaderboards that spotlight your top candidates and/or spurs a friendly contest among them

 

4. Qualify & Hire Talent

While you’re whittling the pool of top candidates down to the one perfect match, leverage social media to continuously learn about your candidates.

Create listening streams that keep you updated on your candidates’ social conversations, and enable a Workflow that notifies you when a candidate posts something especially influential or relevant to you.

Continue interacting with your candidates to keep your brand top-of-mind. Publish content that teases their interests and regularly interact with them on a one-to-one level.

Complete the hiring process in a way that’s appropriate for your company.

The opportunities presented by Zoomph’s platform for social HR are fascinating and inspiring! None of our other search or employer branding efforts has been so well targeted—with this contest, we reached exactly who we wanted to at scale.

— Daniela Petkova, Talent Acquisition Manager, HP

5. Amplify Your Current Human Capital

A final note: Your employees can make the best brand ambassadors. Encourage your employees to share about their positive experiences with your brand to organically widen your network, plus attract applicants.

For several years, Hewlett-Packard Co. has partnered with Zoomph to launch #HPTwintership—a competition inviting HP’s 2,500+ interns worldwide to represent the company on Twitter for a chance to win enviable prizes.

With this program, HP has not only been able to highlight their most successful interns, but allow its people to give its brand a personality.

View the full case study here: “Social HR with HP” eBook

While social media is revolutionizing talent acquisition, it’s simultaneously re-architecting the way that employees relate with their brands. Take advantage of both via a strong social recruiting strategy.