1.  Define Your Social Media Footprint

Most companies define a social media strategy as having a single “careers” page on the social networks (Facebook, LinkedIn and Twitter).  A more robust strategy includes building micro-communities on the social networks that focus on your key recruiting areas such as hard to fill positions or diversity candidates.  This allows you to segment your social strategy and market directly to these individuals.

2.  Automate Your Job and Content Publishing

Having your recruiters do manual job postings on Twitter, LinkedIn, or Facebook consumes large amounts of their time.  We can help automate the posting of jobs from the Jobs2Web Recruiting Marketing Platform directly into your social networking sites.  This approach has three primary benefits.  First, it improves recruiter efficiency by automating the process.  Second, it ensures correct jobs are being published into the targeted sites.  Third, it allows a streamlined workflow into your applicant tracking system.

3. Perform Channel Marketing

Promote your social networking sites through a multi-pronged approach.  This promotion of your social networking capability should be exposed on your career site and recruiter's email footers. Additionally, you can utilize search engine marketing or highly targeted social media marketing that can drive attraction and involvement to your social communities.

4.  Increase Your Knowledge

Anyone launching a social recruiting strategy will need to develop the knowledge to build social communities and teach others how to leverage the information and tools available.  Our experts can help you maximize your social networks today and in the future.

5.  Measure Your Social Networking Success

Jobs2Web's Recruiting Dashboard will help you gain visibility to 100% of your social recruiting metrics by tracking every inbound visitor, member, applicant and even hires you make from social media.