There’s little left in the discussion of whether Facebook is a good recruiting medium. The real issue is how long it will be until you get started. Nielsen reports that 23% of all online hours are spent on Facebook.
The goal of this article is to define the three basic elements of any social recruiting process.
Effective recruiting always begins with a single question: Who do you want to recruit? Without a clear answer, your results will be muddled. In order to use Facebook (or any social media) as a recruiting tool, you need to have a good idea about:
- Who you’re recruiting and when you need them (workforce plan)
- What kind of person who makes a good fit at your company (culture)
- Who they know/how to find them (networks)
- What you want the to know about your company (messaging)
- How available they are as a class (scarcity)
The most important thing to understand about using social media for recruiting is that each channel is a closed ecosystem. Your work on LinkedIn garners no credit on Twitter and so on. Social media is the ultimate “what have you done for me lately?” communications channel. What matters is what you’ve done most recently in the channel that you’ve chosen.
In each case, effective outreach involves the balancing of three elements. The core page, dynamic content (including jobs), and the development of traffic are at the heart of any successful Facebook recruiting initiative. Successful execution of all three elements is required for sustained success. And, each of the three elements require continual and continuous improvement in order to keep the right traffic flowing.