5 Social Networking Recruitment Best Practices

As social networks increase in popularity, individuals from nearly every age, nationality and background are using them. And savvy recruiters have become aware that these networks also include highly skilled job talent. One network, Linkedin, boasts that its members include high level executives from each Fortune 500 company within its ranks of 70 million members.

With the sheer numbers involved, social networking should make recruitment a far easier process for human resource professionals than it has been in the past. But, of course, the challenge lies in the first part of the previous statement - the part mentioning the 'sheer numbers.' Quite simply, how can millions of candidates be appropriately vetted in a way where the effort's economy of scale does not become absolutely dismal?

Below, please find five social networking recruitment best practices that can help guide your efforts in these new channels:

1. Focus - LinkedIn's 70 million members represent just one niche in the social networking universe. From Linkedin to Twitter to Facebook, your perfect candidate could be anywhere. Rather than concerning yourself with all the places your talent may be hiding, spend some time thoroughly exploring the one channel you feel they are most likely to be hidden. In mastering one channel, you not only make your efforts more efficient, you lay the groundwork to branch out into new channels far more quickly.

2. Listen - The same social rules that preclude you from going into a party and screaming at the top of your lungs are in play when first entering a new social network. In your mind, you may have the most lucrative opportunity available that absolutely must be shared with everyone immediately. But there are rules for discussion and a potential backlash for those that enter and communicate the wrong way. Remember, other recruitment and HR professionals have the same ideas you have when it comes to leveraging social networking, and potential candidates have heard a lot of poorly thought out job pitches. Listen to the crowd before addressing the crowd.

3. Highlight New Openings - Once you are comfortable with the network and communication style of the social channel you have selected, it's time to earn your keep as a member. And this means, quite simply, offering something of value. This is the time to drop the amazing, legitimate job opening that you have committed to filling via social networking. Once that new employee comes aboard, especially if they are social networking savvy, you're standing in the crowd and chances for future success increase exponentially.

4. Promote - By promoting your presence in social channels using every tool you have at your disposal, you'll quickly see your network and pool of future candidates begin to grow. Your website, any email campaign or press release are some of the more obvious place to promote, but any communication channel will work. For instance, how many different people do you email in a day, week or month? A signature line in your email can be a quick promotion to those with whom you are already within communication.

5. Automate - Even by following each tip above, social networks are an enormous jungle to be tamed. Luckily, many recruitment software platforms offer the ability to automate much of the manual work involved with recruiting through social networking, from responding to candidates to searching for talent.
Visit the Bond Talent resource section for more ideas on how to improve human capital management.