In this video, learn about who the different stakeholders are that should be involved in your social journey, and when to get them involved.
- Recruiters often work alone. They try to source every candidate just by themselves. I say, that's so 2009. In today's era of social recruiting, it is important to understand who your stakeholders are and how you can involve them in your social journey. Who and what are your main stakeholders? Let's start with the obvious ones. First, are your fellow recruiters as you are a collaborating team, it makes perfect sense to know who is searching for which profiles.
That way you can forward along the right applicants to the right recruiters. Two, your next stakeholders are the hiring managers. It's pretty logical because you're recruiting to fill the gaps in their teams. It should be fairly easy to involve them in your social journey. They could start by posting job openings for their team on different social media platforms. Obviously, with a direct link to you so applicants know where to go. Have regular conversations with them and agree on mutual deliverables.
In some organizations, they would even sign Service Level Agreements, or SLAs. Three, next consider who's involved in strategic staffing. This is the plan behind recruitment. It often includes the need for hires in the coming quarters or years, but also the split between permanent hires, contractors, and temporary staff. Who will be direct hires? Who do you need to talk to? Often, your HR manager or HR director can help you with this. Four, you may not think so, but job seekers are one of your biggest stakeholders.
According to multiple studies, about 60% of job seekers are dissatisfied with the typical hiring process. The lack of communication during the process and recruiters not understanding the role are the biggest disconnects. Inform your job seekers thoroughly and in a timely manner. Five, your external partners are the next stakeholders to consider. Staffing agencies, headhunters, temp recruiters, and maybe even some others. Keep them in the loop.
If they don't know that you're looking for a certain type of candidate, they can't help you. Finally, all your colleagues are brand ambassadors. When it comes to termed acquisition, or the process of acquiring talent for your organization, everyone is involved, or they should be. If you provide details and content of how they could help, most people would. But how do you bring them into this process in an efficient way? As you can see, this list might be longer than what you anticipated.
I'm not saying everyone should be involved in every step of the way, but if I were you, I'd certainly set up a streamlined process of keeping everyone informed and committed at their relevant level. Use internal tools or social media for this, but it all starts by knowing who your stakeholders are.
- Identify the stakeholders that should be involved when moving your recruiting process into social recruiting.
- Recognize the advantages of using LinkedIn to recruit job seekers.
- Summarize the steps taken to start social recruiting.
- Explain the importance of promoting your company brand in your social recruiting strategy.
- Recall the key element you should always keep in mind when creating content for your social platforms.
- Identify strategies for optimizing your time spent posting content to social media platforms.