Join Barbara Bruno for an in-depth discussion in this video Create your IT recruiting network, part of Technical Recruiting.
- Can you even remember how you networked with other people before the existence of social media? Social media sites like LinkedIn, Twitter, and Facebook greatly have enhanced your networking efforts. Now, the three benefits of utilizing social media networks is number one, you identify better talent through your connections. Number two, social media is cost-effective, in most instances there is no cost, and number three, this solidifies your brand. You're presenting yourself as an expert on these different social media sites.
Now, there are a number of social media fundamentals that I'd like to discuss with you. First of all, you want to get connected where it counts. Let's start with LinkedIn, because this is the resource used by most technical recruiters. Your LinkedIn profile, however, should sell your abilities, it shouldn't just regurgitate your resume or CV. This is also a platform where you can share your expertise, you can be now recognized as an expert in your field. If you click on publish a post, the information will go into your profile, as well as the live feed.
Now, if you want to learn more about what makes a great post, and how to write on LinkedIn, be sure to check out the course Writing to be Heard. The next site is Facebook and Facebook obviously can show your expertise in your profession, but it also explains common denominators and it's interesting how people will connect with you because you're backing the same team, or you've got the same hobbies or likes, and so this entices candidates to connect with you for reasons other than just your professional background.
On Twitter, most recruiters use Twitter to post jobs, this also keeps your brand visible, and also attracts new candidates. Now, with Twitter you must become comfortable with hashtags to get a better following. Now, the social media fundamental number two is you've got to connect with your contacts. It's important that you connect with others and you follow others, just as well as having people follow you, and try to identify the biggest influencers, who are the relevant experts in your industry? And make sure you follow them.
LinkedIn makes identifying influencers easy thanks to LinkedIn Pulse. Social media fundamental number three is you need to plan a social media editorial calendar. Your connections on social media are valuable, but they will not benefit unless you're posting relevant content. Again, you're positioning yourself as that expert. Social media fundamental number four is treat others the way they'd like to be treated. You've got to help others, when you're out there on social media you're not going to get instant gratification, you're going to give much more than you receive at first, and the goal has to be to help as many other people as you can achieve their goals, help educate them, help connect them with other people, and then in return you're going to see that they're going to basically connect back with you and utilize your services.
Social media fundamental number five is focus on quality not quantity, it's not the technical recruiter with the biggest number of followers that wins, it's the technology recruiter who really has the quality of followers who have influencers following them, individuals who can help you in your career that are most valuable as connections. You also need to develop a referral process. We've talked about social media, but you want to have a specific referral process. Interestingly enough, you're probably not getting near the number of referrals you can get because quite frankly, you're not asking for them, so in addition to networking an social media, you also want to develop a referral process that you're going to implement consistently as you're interacting with clients and candidates.
Enhancing referrals and your networking efforts are going to allow you to take advantage of opportunities to start a conversation with the caliber of technical talent that you're hiring authorities want to attract.
There's a shortage of top technical talent worldwide. The demand for qualified technical recruiters has never been higher. The strategies in this course will help you recruit technical talent faster and meet the ever-growing demands of hiring authorities.
- Segments of IT recruiting
- Verifying credentials
- Managing visas and work restrictions
- Managing relationships with candidates
- Attracting top technical talent
- Overcoming candidate and hiring authority objections
- Negotiating and closing an offer