Recruiters challenged with filling vacancies, pooling of candidates, and getting their organizations known as great places to work quickly rush into using social media for recruitment without seeing the bigger picture of how it is to become effective in attracting talents. 

We came up with the Ultimate Checklist for Attracting Talents in Social Media to help you improve your overall talent attraction capability and effectiveness. Following TalentView’s 5A Framework, we’ve outlined the essential steps for establishing your employer brand’s social media presence.

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Checklist 1: Audit your Employer Brand

• Know where you want to take your employer brand’s online presence
  • Define what your employer brand vision in terms of what it should accomplish for the organization and its stakeholders
  • Paint a picture of how your employer brand should be showcased online
• Know what your competitors are doing
  • Make a list of the key companies that compete with your organization for talents. Identify which companies you get your talents from and where you lose talents to
  • Research how actively they promote their employer brand online – what social media channels they use, how many followers do they have, etc
• Know where your target talents are online
  • List down the demographic, psychographic and techno-graphic qualities of each segment
  • Identify the best channels to reach your target talents online

Checklist 2: Articulate Your EVPs

• Define what differentiates your employer brand
  • List down the qualities or attributes that make you distinct as an employer
  • As an added research, survey current employees to know what made them join your company and what makes them stay

• Articulate your EVPs through your copy
  • Prepare brilliantly crafted copy for your marketing materials. Make sure that your headlines speak of your employer brand properly and calls to action are inviting and compelling. Good copy should encourage more responses on social media

Checklist 3: Activate and Launch

• Create a content plan or calendar
  • Prepare a 3-month content calendar. Plot out which content will be released on specific days to maximize your efficiency
  • Use a social media management tool such as Hootsuite to schedule your posts to various social media channels
    
• Be ready to engage your audience
  • Prepare your engagement plan for when people start to comment, react, share or respond to your promotions
  • Know how to answer expected questions (FAQs) and where to direct them for the right information
• Make sure that your landing pages work
  • Most of your social media posts will direct them to your career website
  • Make sure that your website works properly and are able to accept applicants with ease
• Consider investing in paid advertising
  • Invest in sponsored content so you can reach people who are outside of your network. Sponsoring or boosting allows you to also define who you want your ads to reach

Checklist 4: Employee Advocacy

• Invite your employees to share
  • Leverage your employees’ social network and encourage them to share your company content to their network. This will amplify your reach and increase engagement.
• Encourage your employees to contribute
  • Create programs that will encourage employees to share content about your employer brand.
  • Consider rewarding employees that actively promote your company as a great place to work.

Checklist 5: Assess Effectiveness

• Monitor performance of online recruitment marketing efforts
  • Regularly review the performance of each social media channels as well as website visits and usage
  • Use tools like Facebook Insights and Google Analytics to capture important statistics about your performance
• Create an online activation metrics dashboard
  • Decide what metrics to monitor. You can start with follower count, engagement rates, and click-through rates for your social media efforts. You can also monitor your website conversion for those who visit your website and those who actually apply

In Conclusion

Ideally, you should have everything checked when you launch your digital talent attraction initiative. You need to be agile. You don’t have to complete everything before you get started. What matters is that you start and begin seeding for the long-term.

Remember that building an employer brand and becoming an attractive employer does not happen overnight or through a single recruitment marketing activity. It takes time (lots of it) and patience to becoming a top-of-mind employer.

So, go ahead even if you only have one or two channels or a few tools in place. You can always add to your recruitment marketing arsenal later on. Go and start getting noticed!

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