KEYS TO UPSKILLING RECRUITERS TO ROCK EMPLOYER BRANDING & SOCIAL RECRUITING

TRAINING: most recruiters know how to post pictures and update their status, but most feel ill equipped to use social media in their everyday work. the QUEsocial training library helps teach best practices, provide context for different social channels, and outline guardrails.

ASK FOR VOLUNTEERS: “hand raisers” are a great group to get started with. We have a client who asked for an initial 50 volunteers, and received nearly double that. These early adopters tend to be motivated and flexible, and can ignite interest across the organization.

MOTIVATE TO ACHIEVE CLEARLY DEFINED GOALS: it is important to set business objectives that can be easily measured and reported. Providing incentives can motivate actions that lead to achieving the preset goals.

MAKE IT EASY AND REWARDING: you’d be hard pressed to find anyone who says they aren’t overloaded at work. And so, the prospect of adding one more thing to their plate is unappealing, to say the least. Unless, it is: a) extremely easy for them to do; b) gives them time back in their day; c) makes them better at their job; or d) puts cash in their pocket.

FIRE UP THE EMPLOYER BRANDING ENGINE: content is the engine that drives social media, and putting content in the hands of recruiters and hiring managers a) makes it easy for them to feed their networks with good content, and b) enables you to tell the story you want.

MEASURE, EVALUATE AND ADJUST: Define metrics that align with the business goals you are trying to achieve, and measure regularly. The social media landscape is constantly evolving and shifting, and what worked last quarter may not necessarily work this quarter. Adjust content strategy, network selection, frequency and anything else that will help you reach the passive candidates you want.

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