Kylie Telford has been part of the APPNZ HR Advisory Panel, and presented one of our modules on using Social Media as a Talent Attraction tool.
Do you know how many people use Social Media monthly??
Facebook: 1.55 billion
Youtube: 1 billion
Google+: 400 million
Instagram: 400 million
LinkedIn: 450 million
Pinterest: 100 million
Snapchat: 100 million
Twitter: 320 million
Vine: 100 million
Using Social Media for Talent Attraction
And to give context, as of January 2016, the total worldwide population was 7.4 billion. I’m actively involved with 8 of these platforms, currently learning my 9th and still have one on my bucket list to master!
I think there are a lot of people out there at the moment particularly in the “People Professions” that are sceptical of social, who don’t engage with it from a professional standpoint, and even on a personal basis in some cases, as they’re nervous of the repercussions, not sure of how to use it – or indeed why they would use it.
But my argument would be how can you afford not to – you can see the numbers here……and I figure if I can teach my Mum how to use Facebook, albeit it’s taken a lot of time and patience to get her understanding that she doesn’t have to friend people, comment or like if she doesn’t want to and isn’t obliged to respond to every interaction, but she’s doing it and finally loving it.
Another example is my partner; a senior sales executive he will never “do that Facebook thing” (even though I’ve caught him checking out pics on mine on multiple occasions!) But he has fully embraced LinkedIn and is one of the most active users I know – he encourages it in his staff as well and as a result they’ve booked multimillion dollar media campaigns as a direct result of LinkedIn connections.
I ran a session on LinkedIn with another sales team and following that session one of the team made 32 targeted new connections with CEO’s specifically in their industry and has since followed those up to make 19 face to face meetings with those people.
So like I say – how can you afford not to tap into and utilise such an amazing resource?
The possibilities when it comes to recruitment are endless and given 84% of professionals in NZ are interested in new positions it’s an important area to note. In my role now every vacancy is advertised on job boards, including our own, but also pushed out to twitter, Facebook and LinkedIn and this year we’re expanding those to include Instagram and snapchat. We also utilise online community’s specific to our industry through the likes of StopPress and MA+D Daily. As a result or targeted campaigns we can specifically point to all of these social platforms as the direct source of new hires. It’s important to note here that adding video and eye-
Depending on your industry or type of roles you may need to consider niche social markets for passive talent attraction such as the likes of Github and Angelslist – just make sure you understand the niche platforms before you dive into them!
Talent Pooling is made possible on social through the likes of followers – they are the people actively engaging with your brand online. This can be further honed by creating specific interest groups and managing these effectively, again, through engaging, targeted content.
The Employer Branding opportunities on social are vast – through actively promoting your employer brand, show casing what it’s like to work in your organisation, giving insight to your employee engagement and culture gives potential candidates a wealth of information when considering a role with you. And given 37% of job seekers claim they can’t get enough information on organisations in the job hunting process, this is a golden opportunity for employers.
Candidate quality can be improved through social also – you are given a forum in which you can actively have conversations with them pre, during and post the hiring process, in a way it becomes a key screening tool.
So get out there and use Social Media as a Talent Attraction tool.
Recruitment and Employee Brand Lead, NZME
: People Matter