Libby Rothschild, CEO of Dietitian Boss. Follow on LinkedIn
Here’s a tough situation for you: Top talent is necessary to scale your company. Now, many of us are operating virtually. How do you find and vet great candidates for your team 100% remotely?
Answer: by recruiting. The thing is, the strategies many companies have traditionally used to find talent may be evolving before our very eyes. Unfortunately, more novel recruiting methods, such as social recruiting, can be hard to get a handle on.
Take it from someone who’s been peer networking for years: Hiring (well) is hard, regardless of how it happens. This has been a challenge for my fast-growing company. My company scaled significantly from 2019 to 2020, and I’ve needed to grow quickly to support that. Just like marketing on social media has helped us grow financially, it’s also helped us grow our staff strategically.
That doesn’t mean staffing up during the pandemic hasn’t been a challenge. Even with proven experience in the game, employing social recruiting strategies isn’t simple.
Traditional Vs. Social Recruiting During The Great Resignation
Traditionally, recruiting has happened through word-of-mouth referrals, networking events, physical job boards and, of course, sifting through an actual pile of resumes.
Today, with social recruiting, things have changed. Gone are the days where proximity was a requirement for courting opportunity. Instead, any company can connect with any candidate, finding top talent regardless of location. This new system comes with benefits and challenges. As it turns out, the strategies we’ve used with traditional recruiting are no longer enough in my experience. Since social recruiting is the networking strategy du jour, I think it’s key that we update our tactics to match.
With the Great Resignation in full effect, this necessity has never been clearer. However, these concepts aren’t brand new. I’ve run a virtual company and employed social recruiting strategies since before the pandemic. Here’s what I’ve learned:
Attract Great Clients, Attract Great Staff: Two Goals, One Method
Want a time-saving tip? You can employ the same tactics to get clients as you can in attracting top-tier staff. Using the same (or similar) messaging for hiring, leading and connecting with clients will help you streamline your workload and create a cohesive company culture. As a result, you can enjoy a coworker-and-clientele community that’s all on the same page because of your uniform content.
Here’s a great way to make this happen: Make sure your online presence reflects your brand. Many people want to work for a company that has values that align with their own. To get there, you’ve got to accurately showcase your company’s personality, values and mission. This can feel vulnerable, but it’ll help you stand out — and it’ll help you attract the people you want to work with.
Think about what makes you unique — what differentiates you from other companies in your industry. What specific solution do you provide? What’s the one outcome you promise in your marketing? How do clients feel when they work with you, and how do you leverage your success to give back to your communities? Use those specifics to drive your content and messaging for all of your prospects.
How To Organize And Optimize For The Online Recruiting Experience
It’s time to prepare: With online recruiting, you may experience a less filtered influx of candidate options. You need to be selective yet realistic. For my company, the following practices have been very helpful:
• Know what you’re looking for in a candidate. Otherwise, it’s easy to get overwhelmed, and you may not pick a candidate that you actually need. Remember that you’re not simply looking to make friends or gain followers with your recruiting processes. You’re looking for someone with demonstrable, specific qualities.
• Know what you’re ready to offer. Think about it: When you attract and onboard a new client, you know exactly what services and benefits to promote to initiate that relationship. Think about a new employee in the same way.
• Curate a clear job spec. Social recruiting can move fast, and you’ll want to have accurate job stats at your fingertips. For example, have clear KPIs for your needed roles and complete a far-reaching plan (e.g., one to three months) for onboarding and measuring candidate success.
• Hashtag with care. This is one of the major ways people will find you, so using the right tags is essential. While it could be a good idea to include very general networking hashtags (e.g., #tiktokresume), it’s an even better idea to include hashtags unique to what you’re looking for (e.g., #videoeditor, #foodcopywriter). This helps those searching, too: For example, recently we needed a reels coach for Instagram marketing, so we searched the #reelscoach hashtag on Instagram and found top candidates.
Remember to prioritize building real connections with real people.
Remote, social recruiting can come with built-in distance between companies and candidates. While this can make the job easier in many ways, it can make building key connections more difficult. Allow your personality to shine through, and prioritize conversations that feel real.
You’ll likely find that if you invest in your relationships, you may be able to leverage your connections. Find people in your industry. Be generous and authentic with them, and they’ll do the same with you. For example, at my company, we network with nutrition and healthcare professionals. We also network with business owners like video editors, designers and coaches. In 2020, we worked with a designer and told her we needed a video editor, and she was able to help us find staff to support our goals.
By consistently being yourself online, you can build a community that makes your company more successful and your job a lot easier. Social recruiting can be the ultimate efficient approach for managing all your people needs — as long as you play the game with empathy, strategy and style.