Why Is Social Recruiting A Never Ending Process?

By Cheryl Morgan

Share on: 

A great team of skilled, dedicated employees is vital to the overall success of any business. Whether your company is large or small, you will need to be consistently recruiting top talent, and social media recruitment is one of the best ways to effectively attract qualified professionals. Here are some of the reasons why social recruiting needs to be an integral and ongoing part of the way you fill job vacancies.

Growing Gains

As your company grows and expands, you may sometimes need to hire employees at a more rapid pace than you originally planned. Social recruiting on popular websites like Facebook, Twitter, LinkedIn, and Google+ can instantly connect you to potentially millions of social media users who may be a good fit for positions.

Cultivating a positive community on social media is a necessary part of any long-term plan for social recruiting, too, because growth is likely to continue, and social media websites can be used time and again to recruit talent. Even if your followers are professionals who are not currently actively looking for a job, seeing your post may inspire them to apply, or they may mention it to friends/family/colleagues who would be a great fit. 

Social recruiting

When you have cultivated a relationship with candidates through social media, it can help the entire recruitment process go more smoothly.


Succession Planning

Internal recruiting and succession planning are on the rise, and with very good reason. When a manager promotes employees from within, it can boost workplace morale as well as attract ambitious and talented workers who are motivated to serve the company well in their long-term efforts to move ahead.

Social recruiting can make succession planning work on an ongoing basis by enabling recruiters to more easily fulfil positions that become vacant when promotions are offered within an organisation. Also, when strategies for social media recruitment are created with the end goal in mind of attracting talent who will eventually move up within a company, there's an ongoing need to connect with professionals who may one day fill positions that are left vacant when employees move up within the organisation.

Social recruiting

Employee morale is often heightened when you implement succession planning.


Moving On Up

Sometimes key executives give you more than two weeks notice of their plans to move on, but more often, employees may leave unexpectedly and quickly in the pursuit of other opportunities. Or company policy may mean they have to leave immediately if going to work for a competitor. When you have a practice of continuously connecting with professionals on social media sites, you have a potentially large pool that you rely on to fill such positions.

When a qualified candidate reaches out about a specific position, you can accept the resume and inform the professional that it will be considered when the desired job becomes available. If you make this a standard type of response, you'll have a vast variety of potential candidates that you can pre-screen for just that sort of last-minute situation.

Finally, keep in mind that the world of social recruiting is continuing to change and evolve. By keeping on top of the trends and continuing to recruit on an ongoing basis, you can be sure to have a quality workforce for now and for the future and you will also be in a better place to implement succession planning. In addition, social recruiting can align and support talent communities. Check out our monthly social media recruiting plans for more information.

What does our team do?

At Social Hire, we don't just do social.

Our specialists are a team that assists our partners improve their presence online by giving online marketing on a regular basis.

You might like these blog posts Steps For Making The Perfect Video For Your Small Business, Small Business Advice Blog, The Very Real Dangers of AI and How HR Tech Vendors Can Fight Them, and 6 Action Items to Include on your Social Selling Agenda.

  Back to Recruitment blogs