I talked last time about building relationships and how you can use them for applying for jobs and for recruiting techniques. You don’t really want to cold call a place unless you have no other means of getting in touch – if you have a personal connection, you’re way more likely to attract the attention of the employer or the candidate. It’s something that’s been tried and true – that strategy has been so effective that there’s reason to believe in its accuracy.
But let’s add to that with this whole social media thing that’s come about and revolutionizing the way we communicate. Like DC Dietitian mentioned (thanks for your comments!), you can use these tools to accomplish the same goals in a very different fashion, whether that’s landing yourself an awesome job (and congrats on that Jen!) or finding a stellar candidate that you’d like to bring on.
First, from the perspective of the job seeker, there are a lot of new ways to connect with brands. Though you may not want them in your news feed all the time, Liking a corporate Facebook page does get you one step closer to the organization and puts you in a position to meet others. You can follow organizations on both Twitter and LinkedIn, the former giving you a quicker and more concise way to get their updates and chat with them (assuming they aren’t too big to respond to every single thing that comes their way and that they don’t just push out their own news) and the latter giving you insight into recent staff changes and potential information that may come up. And you can use Twitter and hashtags like #HireFriday or #JobAngels to further your goals. And that’s just the beginning.
As for the employer side, while the relationship building hasn’t changed, the way you communicate with potential recruits has significantly. On the larger scale, if you’re not regularly publishing content, your talent is going to miss you – you can’t expect to establish your brand with 1 Tweet a week or 1 Facebook page post per month. When you’re pushing two-way content out (i.e. not just stuff about you, because no one cares, thank you Chris Brogan), you’ll build an audience and engage with people who have an interest in building a community.
On a smaller scale, searching bios and posts on LinkedIn and Twitter give you access to the things you’re looking for – for example, I can search for “architect” and come up with thousands upon thousands who have used that term recently. You can participate in industry livetweets to meet people. I partake once in a month in #aiachat, a conversation for architecture industry folks put on by the American Institute of Architects, where we discuss things related to the practice. You can convey your brand and share insight about the way you do business, but more importantly, you get to know people more personally and share great ideas with them – it’s a win-win for everyone.
This is just the tip of the iceberg. I want to leave some food for thought and not make this too long, but there’s so much more to be uncovered. What are your ideas about social media and recruiting, from either the jobseeker or employer perspective? What kinds of issues may come up with that? Any thoughts about the direction this is taking the application/recruiting process? Would love to hear from you!