The more we peel back the onion the clearer and simple the reason for a Social Media Recruiting Strategy (SMRS) becomes. Don’t try to sell your SMRS as something it’s not, don’t over complicate or over detail the desired outcome. Simply,… an effective SMRS should Identify, Pool, Engage and Nurture candidates.
This is the research stream where you need to find talent communities or individuals that could one day work for your organization, offer large referral networks, expose you to other talent groups or influence different communities to support you and your SMRS.
Invite individuals, talent pools and communities into your social community (“Like us” on FaceBook, “follow us” on Twitter, “Join our Group” on LinkedIn, etc.)
Share “relevant” content with the community to support your brand as employer of choice. Not just jobs,… offer career advice, marketing messages, company insight or any message that makes your organization stand out from the rest. “Engage” me enough so that I listen when you speak.
Continue to provide relevant information and build the trust bridges between the talent pools and your organization. When the time comes, you’ll be able to ask the individuals if they or anyone they know are interested in an employment opportunity with your organization. Very passive approach, but much more palatable to the individuals being engaged.
Glad to expand on any of these points if anyone would like, just taking the approach that people are way too busy to read too much detail and I really to need to focus my posts to be in the 140 character neighborhood.
see you soon, Richard