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There’s a reason so many companies are trying to figure out how to recruit diverse candidates. Studies show that companies with gender diversity in their executive-level positions are 25% more likely to experience above-average profitability, with 30% women in their executive-level positions are more likely to outperform than those with less women, and with ethnic and cultural diversity are 36% more likely to be more profitable.
Employee advocacy is all the rage among talent acquisition circles, and for good reason. With so many companies and industries struggling to fill their recruiting needs, employee advocacy—a strategy that turns your employees into an army of ready advocates for your employer brand—is emerging as a timely strategy to meet those needs. We’ve talked in the past about employee advocacy in general, so today we’re gonna tackle a new topic: should you invest in an employee advocacy tool? How do you know when it’s time to invest?
If you aren’t yet actively engaged in employee advocacy strategies, you’re snoozing and losing. Employee advocacy is more than just the next hot thing in the world of recruiting: it’s a highly effective tool to improve the reach, reinforce the validity, and strengthen the gains of your talent acquisition strategies (not to mention improve employee retention). There’s just one problem: running a successful employee advocacy program is often easier said than done.
There’s a lot you can—and should—expect from social recruiting, but one thing you never hope to see? Radio silence. No likes. No applies. No changes in anything at all. But what do you do if that’s exactly what happens? You throw your proverbial hook into the social recruiting pool, and nothing bites on. For all intents and purposes, your social recruiting isn’t working. What now?
If there existed a 10 commandments of social recruiting, one of them would probably be, “Thou shalt not skip out on thought leadership posts.” Sharing thought leadership posts on social media is an important part of building and broadcasting your employer brand, as they show that you’re a thought leader in the space— something higher quality candidates in particular care about.
Reducing time to fill is one of the top goals for all talent acquisition teams, no matter the industry. For recruiting to remain efficient and competitive, it’s essential to continuously work towards reducing the amount of time it takes to find candidates.
Here’s the thing. Social recruiting needs to be an integral part of your talent acquisition strategy, especially now. But for social recruiting to be done right, it needs to be done at scale—with enough variety, frequency, and reach to effectively break through the noise and reach the candidates you’re looking for. And depending on the scope of your needs (generally speaking, how many jobs you’re looking to fill), that might require a social media automation tool. And when you choose the right tool to strategically automate your social recruiting strategy with, you get to reap all the benefits of social recruiting with none of the drawbacks.
Here’s the thing about social media recruiting: it’s important to scale your social recruitment methods and strategy to match your recruitment needs. The amount of social recruiting you’d do to fill one role is nowhere near the amount you’d do to fill a hundred, or a thousand.