BEYOND THE JOB POSTING
There’s no question LinkedIn is a great place to post a job opening.
But it’s not the only spot. Aside from the other major career sites
(including Monster, Workopolis and so on) there are also plenty
of niche networks to consider; where you’re likely to find highly
specialized candidates. StackOverflow, for example, is a commu-nity
hub for developers. Canadian PR professionals, writers and
content editors are likely to check jeffgaulin.com and people pas-sionate
about working for green companies probably regularly
check listings at goodwork.ca.
More proactively, organizations can make better use of sites like
LinkedIn to track down ideal candidates, rather than waiting for
candidates to stumble upon an opening. For example, an HR pro
can post a status update to inform a personal network about the
posting and the candidate it’s looking for. Or post an update to the
company’s thread to alert any potential candidates who follow the
organization. Review your company followers’ profiles and make
the most of the ‘advanced people search’ function using keywords,
job titles and fields.
Consider less obvious sites like Quora, for example, where an
organization’s next great leader may have just posted a fantastic
response to a user’s question. Plenty of companies have found cre-ative
and successful ways to leverage Twitter, Instagram, Snapchat
and other social media sites to recruit, as well. Organizations
choosing to skip that potential pool of candidates do so at their
own peril: A recent survey by Global Web Inc. found that the aver-age
internet user has more than five social media accounts.
THE RISE OF BRANDING AND STORYTELLING
Using social media for recruiting goes hand in hand with having
strong brand presence online, and that involves asking key questions.
Are the values and the culture of the organization conveyed through
the corporate website, for example? Are social media posts engaging
and frequent and do they accurately represent the company?
It’s important to have a strong identity online because candi-dates
will do their homework. A careerbuilder.com survey found
64 per cent of candidates said they spend time researching a com-pany
after reading a job description. More than a third (37 per
cent) said they move on to the next job listing if they aren’t able to
find the information they want online.
What they do find during that research can make or break an
organization’s success at recruitment. A recent Glassdoor sur-vey
found 69 per cent of candidates are likely to apply to a job if
the employer actively manages its employer brand (responding to
reviews, sharing updates on culture and work environment). More
than three quarters (76 per cent) say they want details on what
makes the company an attractive place to work. A full 70 per cent
said they would not take a job with a company that had a bad rep-utation,
even if they were unemployed at the time of the offer.
THE IMPORTANCE OF THE EMPLOYEE EXPERIENCE
Job seekers are looking for a sense of what the
employee experience would be like if they joined the organization.
Sites like Glassdoor, for better or worse, offer front-line stories,
from candidates’ most trusted source – other employees.
REVIEW YOUR COMPANY FOLLOWERS’ PROFILES AND MAKE
THE MOST OF THE “ADVANCED PEOPLE SEARCH” FUNCTION
USING KEYWORDS, JOB TITLES AND FIELDS.
alphaspirit / 123RF Stock Photo
16 ❚ AUGUST 2018 ❚ HR PROFESSIONAL