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It is no secret that the tasks of personnel selection, talent management, and recruitment have changed dramatically in a short space of time. The new technologies and, especially, social networks have been the true elements of this change.


You already know Social Recruiting. What else can we add? Perhaps some figures that may be more than encouraging to start using Social Recruiting in your Human Resources department:


  • Almost 60% of the human resources departments that have used Social Recruiting confirm that their choices have been satisfactory and adjusted to their needs.

  • 83% of job seekers use social networks more than an employment platform.

  • More than 20% of job seekers have found their ideal job using social networks.


Where to start Well, we'll help you! Like any business plan, it is necessary to carry out good planning. Here are 5 basic strategies to define a good Social Recruiting project, capable of optimally managing talent in your company


Let's start!


1. Social Recruiting Strategies


Starting with something new is often difficult, so it is important to start with the most basic concepts to build a solid Social Recruiting plan. The following strategies are a priority to enjoy the advantages of this new talent recruitment and management model.


Social Networks are the basis for channeling your actions and objectives, so its operation and audience must be known. In this way, objectives can be outlined based on these two factors.


Starting to work with Social Networks implies a daily dedication, as a living, updated “entity” has to be created with the capacity to empathize and communicate with the other party. This last fact already raises the definition of relative objectives on what to communicate and to whom to communicate and, ultimately, how to communicate.



2. Selection of the appropriate Social Networks


There is a wide variety of Social Networks, each of them behaves differently and attracts different types of audiences.


Each social network you consider to use will require a slightly different approach to obtaining potential candidates. Hence, the importance of knowing and analyzing the qualities of each of these social platforms.


For example, Twitter is ideal for creating hashtags that allow you to join or link to correct conversations, as well as facilitating the connection with the most appropriate profiles.


On the other hand, Facebook allows you to show interestingly the philosophy and culture of your company. It is also appropriate to visit workgroups to look for potential employees or interesting profiles and try to build loyalty.


Instagram or Pinterest is more visual channels that are much more relevant, useful and attractive for more creative professional profiles.


Finally, we cannot ignore the professional social network LinkedIn, more corporate and serious but extremely useful for making yourself known and entering the online job offer and demand market.



3. Update and simplicity


Before we talked about the fact that working with social networks requires being able to be attractive and stimulate feedback with users. This is achieved with a constant update of content, showing a fresh, current image, according to the volume of information handled by social networks.


This point is basic, as a social network profile without updating gives a sense of stagnation and promotes the idea of “nobody is on the other side”, very little recommended if you want to improve the tasks of recruitment and talent management.


It is also necessary to link simple and very intuitive steps to the application and information processes. Users require immediacy, everything outside this quality can be negative for your selection strategy.



4. Attractive brand image


Everything that is reflected in social networks must be in line with a real and attractive brand image. Highlight the most positive and valuable parts of your culture or business philosophy, being important the active participation of employees show their experience and appreciation.


Remember that one of the main objectives of Social Recruiting strategies is to empathize and attract the other party.



5. Employees as a recruitment force


A key strategy for any Social Recruiting plan is to try to involve your employees.


The content shared by the employees opens a channel of visualization of your brand of high value. It cannot be lost! Potential candidates want proof that people enjoy working in your company, your employees are the only ones who can do this.


Developing Social Recruiting tasks is not complex, but it requires managing the mechanisms and characteristics that define the different social networks, under a continuous and progressive plan of constant work.


If you would like more information about this innovative recruitment management technique, contact us.