TOP FIVE SOCIAL RECRUITING TOOLS
While social recruiting is on the rise, recruiters still seem to be getting to grips with the new form of recruiting. Recruiters rarely monitor or measure their social recruiting activity. Our recent Work Trends Study
found that 46% of recruiters do not monitor their social networking activities in any way.
With social recruiting predicted to increase a further 5% in the coming year, this lack of measurement could lead to problems. The issue is not industry-specific either. A study by Altimeter Group found that while 70% of businesses believed that social media could meet business objectives, only 43% had created a measurement strategy to monitor performance.
If social recruiting is to become a valuable tool in the recruitment industry, it is vital that it is treated the same as any other recruitment activity, and monitored accordingly in order to measure its effectiveness and make improvements.
1. DEFINE GOALS
As with any other recruitment tool, setting out goals for social recruitment will enable you to measure its effectiveness and compare like for like with other recruitment methods. When defining goals, consider what you value most and how much each source costs. Think about cost-per-hire, time-per-hire and other factors.
2. ESTABLISH A BENCHMARK
Before you can work out how well your social recruitment is shaping up, you need to know what the figures look like for your other recruitment channels. Break each one down as far as possible – by geographical location or by industry for example – to give you the most accurate figures to work with. Once you know how much you’re spending and what you’re getting in return, your expectations for social recruitment will be that much more accurate.
3. SET REALISTIC EXPECTATIONS
Social recruitment can take time to get off the ground. It could take several months for candidates to discover the relevant social channels, so the three-month average cycle from engagement to recruitment will not measure up against other sources from the outset. Give social recruitment time to grow before trying to analyse its success.
4. SET UP TRACKING
Before you start to invest money into social media recruitment, you need to be sure that the relevant tracking has been set up. Does social integrate into your Applicant Tracking System (ATS)? Only once the social channel has been set up to be fully tracked can you effectively evaluate its success and draw conclusions from the data collected.
Asking candidates to choose where they found the job from a drop down list during the application process is not enough. There are sophisticated analytics tools that can monitor where online traffic sources are coming from, which will be much more effective for your tracking and reporting.
5. IMPROVE ROI
Once you have the necessary goals, tracking and monitoring procedures in place, you will be able to use all of this data to continually hone your social recruitment strategy and improve ROI. This way social recruitment will become another valuable and integral cog in your recruitment mechanism.
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