Avoid the 7 Deadly Sins of Social Recruiting

By Katrina Collier

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Could you or your company be guilty of one of these social recruiting trespasses?

Lust: is your company yearning for social recruiting results but not prepared to invest in research or training? 

To succeed recruiting on social media it's important to know what you're doing. If you want to succeed gain an understanding of its parts, namely social sourcing, social job distribution and employer branding, so you can make an informed decision as to which way to proceed.


Gluttony: just because you can be doesn't mean you should be everywhere at once.

Your poor social presence will turn potential candidates off because it's difficult to engage properly if you're spread to thinly. Work out which networks your candidates are interacting on as it may not be the ones you expect. For example, if you're after creatives you may find them on B?hance or Pinterest and not on LinkedIn. Define your target and invest your time in the right social networks. 


Greed: cutting corners by using fake adverts or leaving old job postings live.

Ethically, this is one of the worst things I see. It's unfair on genuine job seekers and harms your recruiter reputation or employer brand. You may think it will help you grow your talent pool but it won't, it will destroy it. 



Sloth: Don't be lazy!

Your ATS or recruitment software provider may tell you that spitting jobs out onto social channels is the easiest way to be social recruiting, it's not. Your followers and connections hate seeing nothing but a stream of job posts. They may not unfollow or disconnect but they will switch off. Increase your chance of success by ensuring that you share plenty of great content your followers will like. 


Wrath: not yours, job seekers and applicants. 

Could this be the biggest of the sins? With sites like LinkedIn encouraging you to complete your Company pages and share comapny updates, it is essential that you check back for job seeker comments and answer them! Not only does it make that potential recruit feel badly, it looks poor to anyone else stopping by.


Envy: is usually displayed by ignoring social media etiquette & repelling industry influencers.

When you get going on social media it's easy to find it confusing and to forget that people are interacting with people. However, if you treat LinkedIn as the company conference, Facebook as a pub, Twitter as a cocktail party and Google+ as work drinks, you'll engage better. Influencers are akin to meeting a public figure, be respectful. Gain their trust and confidence and then they'll help you succeed 


Vanity: it's not about you!

Though social media may have created the selfie your followers aren't actually interested in you. I know. that sounds harsh. But they're interested in, "what's in it for me?"  So avoid creating and sharing one way content, remember to interact, and show thanks for comments, likes, retweets etc. 


What do you think? What would you add? 


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Katrina Collier is an independent voice on social recruiting; speaking, training and writing about the use of social media for hiring and job search.  She shows companies proven methods for effective recruitment on LinkedIn, Google+, Facebook, Twitter and a range of small and niche sites. Companies learn to find the right people on the right sites. Katrina teaches job seekers how to use social channels to gain attention and open opportunities. When not training, Katrina is a regular conference and event speaker and writes avidly about social recruiting & social job search.

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