Five Social Networking Strategies Recruiters Should Consider

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.

The legal industry has been slow to adopt social media, but it's definitely coming. Even the President is tweeting (ok, once) and government agencies have facebook pages. It's not too late, tho, to be an "early adopting" legal recruiter. Timely and smart article, Beverly!

Tracy Thrower Conyers |Posted on 2/8/2010 1:11:42 PM

Five Social Networking Strategies Recruiters Should Consider

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