If you think you need a big budget for you to utilize Social Media for your nonprofit’s recruiting effort, then you are wrong. First of all, most social media sites are free to use. On the other hand, advertising using social media is a different story. But there are tools you can use to take advantage of the uses of social media. Attracting talented rack and file employees in your company is always a nightmare for talent acquisition managers. Imagine how hard to find senior and management level employees in a non-profit organization. That must be very hard.
Using social media for recruitment is very practical. Not only it is very efficient, it is also cost-effective. Social media offers a lot of tools that can be used by recruiters to more productive. In this digital age, non-profit recruiters in Phoenix are long past the point where they post a job and wait for candidates to come. The Internet allows recruiters to actively seek applicants faster and hassle-free. A survey conducted by some Non-government organization in America that focuses on talent acquisition management shows that most in the corporate sector is now using social media to find new recruits.
Promote
According to LinkedIn, one of the best social media platform when it comes to talent acquisition, at least 45 million profile views take place on LinkedIn every day. The best way to promote your company is to show candidates how life in the company if ever they get hired. Look at the profiles of the biggest companies on the internet today. They market their companies by posting everyday life in the office, team building activities and life at work. Build your profile by focusing on your company’s culture. You can also put testimonials from your employees to boost the company profile.
To know more about talent acquisition and recruitment, Visit https://www.linkedin.com/pulse/20140918060211-100523467-what-is-the-difference-between-recruitment-and-talent-acquisition
Build the Talent Pipeline
There are at least 6 million non-profit companies in LinkedIn and 22 million who either follow or look at recruitment agencies. An updated talent line is like the holy grail in the talent acquisition world. There is a talent pipeline application on LinkedIn where you can track, contact and nurture talent leads for a small fee. You can also use their advanced search to filter people or applicant with a skill set that you like and in a specific area. You can filter people depending on their job description, allowing you to target the most qualified people for your company. If you are using Twitter, they have this feature that lets you search people by location, job description, and job title. You can also ask your staff to share your job postings to their LinkedIn, Twitter and Facebook profiles extend the reach of your post not only to your company’s circle but also in your employee’s social network.
Monitor
Monitoring has been a tiring work not only in talent acquisition but in all jobs. Monitoring your Social Media can give you better credibility and can help you market yourself better. Lucky for you, most social media sites have analytics to help their users track their activities. Aside from branding, you should also post appealing contents that target a wide range of professionals.
Visit https://www.google.com/analytics/ to know more about analytics.
The do’s and dont’s of Talent Acquisition
Reputation is everything in this business. Never, I mean NEVER expose any personal information on social media. That’s the number one rule. In making a hiring decision, don’t let the decision makers exposed to the social media screening process to avoid discrimination against gender, race, religion or disability. Let the human resource department do it. Know the laws regarding your hiring process to avoid problems with the law. Always ask your candidates about themselves. Avoid getting answers from other people. Getting verification from third-party testimonials. It may cause a division in your company.
This is the most important part. Never base your decisions based on what you see in your applicant’s social media. If you are asked to defend your decision to hire or not to hire a certain individual, make sure that it is based on their qualifications. And in case your decision was based on the social media post you saw, take a screenshot of that post.
Nothing replaces a good interview, background checking, and good questioning when it comes to the hiring process. Although social media can offer tools in making decisions faster, don’t rely on it.