The job of recruiting top talent is never-ending, and it requires HR professionals to constantly learn new techniques and strategies. Unfortunately, all of the other responsibilities laid at the feet of recruiters can often mean learning new skills is difficult or impossible to do. This is a major reason why social media recruiting is so difficult for HR professionals to master. A recent U.K. startup, Social-Hire.com, takes the pain of social recruiting away by providing consultancy services as well as outsourced social media recruiting for clients big and small. Social-Hire’s current clients are all around the English-speaking world and include job boards, recruitment business, and in-house recruitment teams.
Sole founder Tony Restell has 15 years of experience with online job sourcing and recruiting, having built Top-Consultant.com from the ground up before selling that startup to the U.K.’s JobSites, which is the British equivalent of Monster.com. Restell began Social-Hire with the idea of developing a free social media platform similar to LinkedIn for job-seekers and recruiters.
“We got really good at building relationships with candidates and recruiters,” Restell says, but notes that the experience and networking side never took off. Still, Restell’s startup had a huge following, and many HR professionals began to ask him how they could develop the same level of social media presence. Thus began a new evolution in Social-Hire, as Restell redirected the company’s efforts towards helping recruiters and other HR professionals learn how to effectively recruit in the social networking world.
Restell points out that most in-house social media recruiting efforts become “spammy,” with recruiters just blasting out job postings to anyone who will follow them. Restell’s strategy is different, in that he helps the company develop a following based on value offered to the job seekers.
“You have to think of social recruiting like a newsletter,” Restell says. As such, Social-Hire develops articles that will provide some value to job seekers, which encourages them to follow the companies, which makes the propagation of the occasional job posting reach a wider audience.
Restell also stresses that you have to acknowledge the importance of influencers and the right influencers. He says you should ask, “Who is out there who already reaches a big audience of the type of people we want to reach and has a good track record of sharing the type of posts we make?”
Targeting these influencers helps drive even more traffic to the recruiting social media presence, which increases the likelihood that top talent will see the company in a favorable light and be encouraged to apply for positions that firm is offering.
Social-Hire offers a free initial consultation session to all potential clients. “The reality is, our main competition is DIY efforts. There are lots of social media agencies out there, but they don’t tend to focus on recruitment or job boards,” Restell says. He adds that “Time is our main enemy in the sense of companies trying to do it themselves, and then a sale that should have happened today doesn’t actually happen for six months.”