best practicesSocial recruiting: Five tips to improve efficiency and get better results

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But social recruiting is about more than just having a Facebook page or tweeting job postings. Done well, social recruiting can

increase your reach, improve the quality of your hires, and reduce your sourcing costs. Read on for five tips that will make the

most of your social recruiting efforts and get better results.

1. Take ownership of your company’s social mediaToo many companies make the mistake of allowing recruiters to own the company’s social media relationships by posting jobs

using their own social media accounts. Not only is this manual process labor-intensive, but since recruiters often have overlapping

social networks, potential hires may be getting multiple messages from multiple people. Worse, when recruiters leave your

company, they take their social networks with them and you need to start building communities all over again.

Instead, your company should own its social recruiting networks. Recruiters can then leverage these networks to post jobs and

communicate with candidates. As a result, your company has a single go-to destination for every social media network, and even

if recruiters leave, you keep your network.

Social recruiting is just one aspect of a multi-channel recruiting strategy, but it’s

one you can’t afford to overlook. With more than a billion users on Facebook and

200 million on LinkedIn , social networks are a great way to diversify your recruiting

strategy and take advantage of social communities.

Best Practices: Social recruiting: Five tips to improve efficiency and get better results

1 Facebook quarterly earnings report, Q1 2013, http://files.shareholder.com/downloads/AMDANJ5DZ/2462702744x0x659143/b4c0beda-da0a-4f8e-9735-9852ef08adb1/FB_Q113_InvestorDeck_FINAL.pdf

2 LinkedIn blog, January 9, 2013, http://blog.linkedin.com/2013/01/09/linkedin-200-million/

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2. Automate social media marketingOnce you set up your company social networks, you can automate posting jobs to those networks via RSS, XML, or applications

that can post dozens or thousands of jobs every day. This frees recruiters from time-consuming manual posting to give them time

to add value by providing more details about individual postings or forwarding them to targeted members of their own networks.

Candidates who respond to postings are automatically directed to your career site and applicant tracking system, so you can

easily track visitors, applicants, and hires.

3. Create your own private talent communityOnce you can automatically feed jobs and job information to your social networks and draw candidates to your career site, it’s time

to differentiate yourself from your competitors. Being connected to potential hires through LinkedIn, Twitter, and Facebook means

those companies — not you — own the relationship. There’s little opportunity to differentiate, since you don’t own the application

and your competitors can see what you’re doing.

Creating your own talent community is the next step. If you’ve done a good job providing enticing information through standard

social media channels, getting your contacts to join your private talent community should be easy. Engage new or existing

contacts with value-added services, such as matching new jobs to their LinkedIn profiles and sending them a private message. It’s

better to proactively push relevant jobs to qualified members than having them troll your career site or job boards.

Social referral tools that let members easily refer friends for particular opportunities extend your company’s reach by letting

postings go viral. Offer members a referral fee when you hire their friends to further grow your network. And because most

candidates sign up with their personal email addresses, you can continue to market jobs to them over time, growing your brand

and nurturing their interest in your company.

Best Practices: Social recruiting: Five tips to improve efficiency and get better results

4. Track and analyze your social media engagementBy aggregating and analyzing all your social media interactions you get valuable feedback that helps improve the social recruiting

process and make it more efficient. Knowing the exact number of visitors, subscribers, applicants, and hires helps you decide how to

spend your social recruiting time and budget. For example, if an analysis finds that you fill 80 percent of your entry-level jobs through

Facebook, but almost none through LinkedIn, you’ll know to promote jobs for new graduates more heavily on Facebook.

But analysis should go beyond social media marketing. Automated analysis tools should be able to correlate data from your social

media pages, your private talent community, job boards, and your career site and applicant tracking system. For example, your

analysis tools may reveal that engineering hiring is increasing through referrals, but shrinking from more traditional job boards.

Ideally, you should be able to analyze social recruiting data together with other types of recruiting data and other HR applications,

such as data from performance applications. For example, you may find more of your top-performing marketing employees are

coming through Twitter. Analysis will help you place more emphasis on channels that are producing better results (that is hires, not

traffic!), while giving you the opportunity to tweak, or eliminate channels that are not performing as well.

5. Regularly review your strategyWith social media’s fast pace of change, you can’t afford to sit on your laurels. What worked last year may not work today. New

channels regularly open up and candidates shift their loyalties. Only by collecting sourcing data from all your channels with a

consolidated platform and adding data from hiring statistics and performance reviews, can you make good decisions about where

you spend your recruiting dollars – social or otherwise. By also tracking recruiting trends over time and adjusting your strategy

appropriately, you can make sure you don’t waste advertising dollars on efforts that aren’t working.

SummarySocial media is a small but growing part of a well-rounded recruiting strategy. What if you had a solution that helped automate your

social media recruiting efforts, while also providing dashboards to track, analyze, and improve your results? Contact SuccessFactors

today to find out how to make the most of your social media recruiting.

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Best Practices: Social recruiting: Five tips to improve efficiency and get better results

About SuccessFactors Recruiting SuccessFactors Recruiting optimizes workforce performance by getting the right people into the right roles – faster.

The world of recruiting has undergone a significant shift, with an explosion of new tools and channels to find candidates. Most traditional recruiting solutions are only addressing a part of the challenge – selecting the best candidates. SuccessFactors Recruiting is the only solution that is designed to help you attract, engage and select the candidates that will drive business results. We do this by combining an intelligent and social Recruiting Marketing process with a mobile and collaborative selection process to create the only Recruiting Execution (Rx) solution on the market – the

prescription (Rx) for better hiring.

About SuccessFactors, an SAP Company SuccessFactors, an SAP company, is the leading provider of cloud-based Business Execution Software, which drives business alignment, optimizes workforce performance, and accelerates business results. SuccessFactors customers include organizations of all sizes across more than 60 industries. With approximately 15 million subscription seats globally, we strive to delight our customers by delivering innovative solutions, content and analytics, process expertise, and best practices insights. Today, we have more than 3,500 customers in more than 168 countries using our

application suite in 35 languages.

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