For more social media resources visit : http://blog.hirerabbit.com/ We asked the pros for one social recruiting tip businesses need to know today. Here’s their advice to help you pump up your social media recruiting!

1. SOCIAL MEDIA
RECRUITING TIPS
from TOP EXPERTS7

2. MAKE MORE OF YOUR SOCIAL
RECRUITNG
Are you looking for some new ideas to simplify your social media
recruiting? Do you wonder how to use social media to attract,
engage and hire candidates?
We asked the pros for one social recruiting tip businesses need to
know today. Here’s their advice to help you pump up your social
media recruiting .

3. FIND YOUR AUDIENCE FIRST IN
SOCIAL RECRUITING
Social media is an infinitely large place to try and recruit in. When
starting with social recruiting the first thing you need to do is to narrow
this down, with specific focus on the types of candidates (your
audience) you recruit.
1
Andy Headworth, Social Recruiting Strategist & Managing
Director of Sirona Consulting
@andyheadworth

4. MASTER AND BALANCE 3
INTERRELATED COMPONENTS
In order to do social recruiting, you need three things – jobs, traffic and
a place to host the intersection of the two. The difference between
social recruiting and old fashioned job board style sourcing is that you
are responsible for all of the pieces.
2
John Sumser, HRExaminer
@JohnSumser

5. GO WHERE YOUR AUDIENCE IS
Don’t be sucked into a given tool just because you perceive “everyone
is using it.” Use social media where the audience you want to reach is
hanging out.
If that’s Quora, Great. Facebook, Great. Pinterest, Great.
Heck, it may even be in person, at alumni events or bars or networking
events. I’m always a little suspicious when I hear that “are the cool
people are doing it..”
3
Todd Raphael, Editor in Chief at ERE Media
@ToddRaphael

6. LOOK FOR CONSISTENCY AND ACCURACY
IN CANDIDATE’S ONLINE PROFILES
Employers, HR pros, recruiters and hiring managers should ensure that
applicant online profiles are as consistent and accurate as possible
across all social points of presence.
In other words, whoever they say they are and whatever they say
they’ve done and they do is close if not the same, on LinkedIn,
Facebook, Twitter, G+ and the many other industry and association
niche networks and communities they might belong to. Looking for
consistency and accuracy is key.
4
Kevin W. Grossman, Writer and Founder of Reach-West
@KevinWGrossman

7. LEARN TO COMMUNICATE WITH
CANDIDATES ON SOCIAL MEDIA
To get the most out of social recruiting, you should look at it in 3
ways:
1. The web is a database of candidates with social media accounts,
profiles and web pages. Learn how to search for them.
2. Over 50% of all time spent online is on social media sites. To
influence people these days, you need to have a strong brand
presence within your niche on social media sites.
3. There are more ways to communicate with people. Successfully
using Twitter, for example, could be as simple as tweeting
someone to say hi, then taking it further offline.
5
Jonathan Campbell, CEO of Social Talent
@socialtalent

8. START DEVELOPING A SHORT AND
LONG TERM STRATEGY
Companies must begin developing recruiting strategies for the short
term as well as long term to develop a candidate pipeline where
through your influence, thought leadership, and interactions you
drive candidate populations and their friends to open positions.
Like consumer marketing, candidate marketing involves many touch
points along the way. Social recruiting uses these very engaging
platforms to help facilitate these interactions bridging the gap
between the job seeker and the recruiter when they are actively
looking for work.
6
Jessica Merrell, Chief Blogger & Founder of Blogging4Jobs
@blogging4jobs

9. GET YOUR BASICS RIGHT
There are still a lot of recruiters and HR professionals out there who
are either hesitant for social recruiting or simply don’t feel
comfortable with the new platforms. When beginning with social
recruiting, it’s important to understand the platform, have patience
and get the basics right.
For example “when recruiting with twitter, you need to make sure
that your job tweets contain a searchable, easy-to-recognise hashtag,
an obvious description of the position, and a link to an accompanying
page which describes the opening in more detail.”
7
Jorgen Sundberg, Founder and Director of Link Humans
@JorgenSundberg

10. FOR MORE RESOURCS VISIT:
THANK YOU!
http://blog.hirerabbit.com/