Page 48 - GIADA-Feb2017-Final021617

How to Make Social

Media Work for Your

Recruiting Process

BY EXACTHIRE BLOG

These days, social media is about the best What doesn’t work? ability to better customize their outreach to
way for job seekers to see what’s out there • Hiring managers can’t just post jobs employers during the job application pro-
and for hiring managers to find job seekers. and wait for the applicants to come cess, as well as use their network to ask for
Leveraging the community that social me- to them. The “post and pray” meth- introductions to a specific individual in a
dia sites provide can be an extremely effec- od doesn’t work on even the best so- position to influence the hiring decision.
tive way to source talent. cial media sites. You’ll have to identify
However, there are some things to re- keywords and run searches that target They can also get the scoop on what’s avail-
member. You have to understand the site your ideal candidate. Leverage the able by following individuals, companies
is merely a platform. Simply being on the communication features of the site to and groups. Savvy job seekers will look be-
site will not generate results. You’ll have to reach out and follow-up. yond the job postings and pay attention to
make full use of the tools, network, and in • Job seekers have to go a step further what companies are posting. They shouldn’t
some cases, paid features to be successful. and interact with and reach out to po- request to connect with someone only to
tential hiring managers. Merely set- turn around and ask that person about a
What works well? ting up a profile, uploading a resume job. This tactic can be very annoying to
• First, complete all registration steps and sitting back hoping recruiters will anyone who has been on the receiving end
and requested information. come to them will get them nowhere. of those connection requests before. If job
• Note that full profiles with content, seekers want to cold contact, they are bet-
posts and updates will land at the top Take a personal approach, after all we are ter off calling the hiring manager as long
of search results. talking about social networking. as the job postings don’t advise against this
• Everyday interaction on social media approach.
will be required to stay “current” as LinkedIn
well. LinkedIn is by far the best place for pro- As a hiring manager, you can attract indi-
• Don’t make your social media presence spective white collar job seekers and re- viduals by leveraging your own social me-
all about you. cruiters. With some basic search knowl- dia profile, connections and company pages
• Engage with others in non-job seeking edge, job seekers can identify individuals to promote openings. The same aforemen-
or non-recruiting ways, too. who may be the decision makers for hiring tioned basic search knowledge can be used
at desired locations. This allows them the to identify potential candidates. Pay atten-

46 | GIADA Independent Auto Dealer FEBRUARY 2017