HOXO INSIGHTS.

Let’s talk about the future of recruitment...

“WE ARE HIRING! Our London City office is looking for recruiters now! With competitive salaries and uncapped commission, we may just be the next career move for you!”

For a lot of recruiters this still seems to pass as a credible social strategy to finding talent. I know this because for 7 years as a recruiter (albeit focussed on “business Change” candidates rather than “new or existing recruiters”) this was probably the full extent of my attempt at social marketing.

I was hugely confident at engaging people in person or over the phone and managed to find referrals most of the time. However, my social media (LinkedIn) presence was nothing more than a cocktail of the jobs I was working on, plastered on the news feed of my connections in CAPITAL LETTERS.

In truth, it does reach a fair few eyes across your network, grabs a handful of likes (usually your colleagues) and if you’re lucky, it might secure a referral from someone that rates the basics of the job mentioned in your half-arsed attempts.

For the minimal effort it takes to construct, it does still drive results every now and again, which is why so many recruiters continue to use LinkedIn for simply pumping job ads.

But what I have learnt in the past 18 months and see daily online in 2018, is you need to be doing more.

| You now need to be thinking visual, committing to storytelling and investing in branding.

This is an industry where you have to move fast just to stand still and if you’re leaving social media to an afterthought then its opportunities will pass your agency by.

How many videos have you seen pop up on your LinkedIn news feed in just the past three months? It’s gone crazy hasn’t it?

twitter hoxo  "With around three million blogs published daily and god knows how many social posts, you need to be thinking about what keeps eyes on you and how you can be heard?" twitter hoxo

Agencies need to be increasingly visual, recognisable and interactive in their social efforts. This means putting video at the centre of your recruitment efforts and cementing a brand that’s consistently recognised.

An attractive brand is one of your strongest tools for attracting new hires.

Talent won’t always be open to new opportunities, but when you’re present and have an ongoing dialogue with them, then you’ll be their first port of call.

Putting some forethought into a social first strategy that actually speaks to your market will create a pipeline that feeds itself.

Start conversations, answer questions, further discussions, leverage video and try listening to what your audience actually wants before you start posting about what you need.

We all want the magic of ‘engagement’ on our posts but how many of us engage with others posts? Little bit hypocritical if you ask me (and I have been awful for this too).

What's Your Next Steps

It’s important to connect your social noise to some inbound channel, or next step, that allows you to build on those engagements.

That’s not to say all your activity should be aimed at funnelling people down a decision process, but that there needs to be a method to the madness... otherwise you’re just making noise without direction. You’ve become Jose Mourinho after most United games.

Grow your network, establish yourself as a voice in the field and nurture those relationships towards new opportunities and decisions.

Too many recruiters have become tunnel-visioned over metrics and look to quickly justify results from their social activity.

It’s the consequence of coming from a performance culture where our recruitment activity and ratios are scrutinised at every corner. I know as a contingent industry we are only ever paid for the result, however, social selling is a different game altogether.

How much resource will content marketing, social scheduling and email chains take and how do they actually impact on interviews and hiring?

If you want to enjoy real success with social media then you need to step away from immediate results that directly impact your recruitment activity.

Social marketing is usually a slow burn that grows in momentum the more time, consistency and personal investment you dedicate to it.

Don’t be short-sighted in your recruitment when you’re building for long-term growth.

Create your first social media campaign for inbound recruitment talent with our free guide below.

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