by Beverly Aarons
8. February 2010 08:41
- Use
social networks as an opportunity to post job opportunities; but to also to
engage passive candidates who may fit your client’s corporate culture and needs. Using blogs and online newsletters you
can create a dialogue that extends far beyond the latest job posting.
- Create
a recruiter brand that appeals to both your clients and your candidates; but
don’t try to do so at the same time.
Consider having two separate sections on your website (or even two
separate websites) that target clients and candidates separately.
- Use
online communities such as LinkedIn and Twitter to engage with peers,
candidates and clients. Create
“digital relationships” using these tools that can extend beyond your computer
and help you build your own community of valuable connections.
- As
we’ve mentioned in Tip #1, blogs and online newsletters can be used to create a
dialogue between yourself and your target group (potential clients and candidates)
but it can also be used to create credibility. By creating valuable information products, such as articles
and reports, you can become a resource for others and the “go to person” for many
in your industry.
- Use
social networks to stay in touch with both candidates and potential clients by
incorporating them into your recruiting process and your follow-up system for
clients. For example, you may want
to send a candidate or client a LinkedIn “friend request” after a meeting. You
could even have two different LinkedIn accounts, one for clients and another
for candidates.
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