How to attract talent through social networks
- January 25, 2019
Have you ever searched for candidates through LinkedIn or Twitter? Have you checked a candidate’s social media profile before hiring them? What is the role of social media in the recruitment process? Candidates and companies use them to learn more about each other. Are you ready to get the most out of it?
Social networks not only allow Human Resources departments to know a little bit more about the candidates, but they are also used to attract talent and get the best professionals for the company. But how can a company become a desirable organization?
The first step is simple: just put yourself in the candidate’s place. If you were interested in a job offer, wouldn’t you want to know more about the company? The answer is obvious. Logically, candidates value applying for a selection process and that’s why most of them previously research the company’s reputation on social networks, its treatment of workers, the working environment, corporate values… If a company is well talked about on social networks, it’s most likely that he/she will value it as a job option.
But it’s not just a matter of researching what the company is like. What about the co-workers, with whom he/she will share the day-to-day? According to Hubspot, “Each time is more important to know who you work with, instead of who you work for”. In other words, future employees will also look for who works in the company, what they do as a team, how they relate and have fun… And this is where the strategy of attracting talent in social networks plays a fundamental role.
How to attract talent
What is the basis of a good strategy for attracting talent through social networks? First of all, imagination and creativity are essential to share interesting content that shows how the day-to-day life of the company is, and that attracts talent. The second step is to identify the influencers, meaning, those people in our team who can become opinion leaders. In this sense, Hubspot proposes to encourage the use of social networks to share the day-to-day life in the company or workplace, to invent initiatives such as creating “Instagram Moments” for employees, visitors and inspired CEO’s, or to record funny stories.
The learning and opinions that are made in a workday can be good material, like the merits of some worker, the events they go to or participate in, the morning meeting, the improvised moments of laughter, disconnection, informal chat, a good coffee in the morning in the kitchen… But also the company’s commitments to equality, the conciliation, the flexible work, the environment, the society… The way it is structured, the decision making, the technological level… Would you be able to carry out any of these proposals in your company?
For all this to work, a good Employee Branding strategy must be followed. The more authentic fans it has, the better it will work.
And how important is Employee Branding for companies? Eurofirms has published, for the second consecutive year, the X-ray of Employee Branding in Spain’s companies, a reflection of the activity and trend of Spanian’s companies when applying this communication resource. 80% consider it important, but only 30% have developed a specific plan. You can download the full report here.
Influencers
What is the basis of a good strategy for attracting talent through social networks? First of all, imagination and creativity are essential to share interesting content that shows how the day-to-day life of the company is, and that attracts talent. The second step is to identify the influencers, meaning, those people in our team who can become opinion leaders. In this sense, Hubspot proposes to encourage the use of social networks to share the day-to-day life in the company or workplace, to invent initiatives such as creating “Instagram Moments” for employees, visitors and inspired CEO’s, or to record funny stories.
The learning and opinions that are made in a workday can be good material, like the merits of some worker, the events they go to or participate in, the morning meeting, the improvised moments of laughter, disconnection, informal chat, a good coffee in the morning in the kitchen… But also the company’s commitments to equality, the conciliation, the flexible work, tAnd what about brand outside influencers? We are referring to those people who stand out on Youtube, blogs, forums, and contact platforms. Is it useful to have a profile like this? Some companies are already working with them so that their opinion is favorable, they talk about the organization and recommend the brand. Experts, teachers, journalists, heavy users… people who value the impact of a company’s products or services on society.
Without a doubt, filling social networks with experiences is the most real way to attract talent. For people management departments, it is a way to discover influencers in the team, with whom they can support each other in their work. Are you prepared for it?
People First es un espacio de inspiración donde compartimos contenidos con un eje común: las personas. Desde distintas ópticas y sectores, abordamos varios temas, tendencias y noticias de interés humano.
