By Stephanie Lepow - Originally posted on Oracle Cloud Solutions



In Part 1 of our post on social recruiting,we talked about tapping the goldmine of your employees’ social connections to generate high quality referrals. Getting an effective employee referral program in place will have a huge impact on your recruiting efforts. But that’s not the only social avenue to explore.
The next place to look for great talent is your own community of fans and followers. If you’ve nurtured your social networks and provided authentic and interesting information, you already have a pool of potential candidates who are passionate about your brand. Why not mine this group to see if your next top performer is waiting in the wings?
As with your employee referral program, success is in the details. Schedule targeted job postings to your social networks—distributing them in fans and followers’ Twitter streams and Facebook news feeds—and then let people apply for positions that interest them right then and there. Make it easy for potential candidates to view, search, and share jobs and to complete their application either on the network or via your social sourcing portal. Automation and ease of use are critical. With an automated program, you can schedule posts to your social networks ahead of time, space them out so you aren’t socially spamming your audience, and prioritize them so critical vacancies are posted first and more often. And with a user-friendly application process, you can get candidates right when they’re interested and you lessen the risk of them not following through.
You also want to take the opportunity to build up your talent community. Your fans and followers may not see their perfect job listed today but your postings may spark the idea of working for you later down the line.Encourage them to sign up for your talent community and allow them to set alerts based on criteria such as skill sets or job locations. When a matching job opens up, they’ll automatically be notified via email. This is a great way to attract passive candidates who may not be looking for their next opportunity until it conveniently lands in their lap.
See how you can put an employee referral program into action at HCM World, February 4-6, 2014 in Las Vegas.
Also, check out this fantastic resource for anyone wanting to get started with social recruiting - Social Recruiting for Dummies.









Stephanie Lepow brings more than 13 years of marketing experience in the B2B and B2B technology industries to her role at Oracle, where she is a member of the Human Capital Management product marketing team. Stephanie’s specialties include content marketing, demand generation, product marketing, messaging and positioning, and campaign strategy.  Prior to joining Oracle, Stephanie led demand generation, customer retention marketing and marketing communications efforts for Ellie Mae, Inc. Stephanie has also worked in marketing for the online gaming and satellite communications industries and volunteers her time as a pro-bono marketing consultant for the Taproot Foundation.
https://blogs.oracle.com/OracleHCM/entry/recruiting_goes_social_how_to1