Consulting
Our consulting services will include a FREE analysis of your current candidates attraction strategy and we will review not just the cost and effectiveness, but the ease and time it takes to fill some roles.
We will also discuss ways to engage with candidates and how these relationships can even lead to referals from them, via social media networks.
Web Design
Based on our expertise in analysis websites and evaluating ones that promotes better engagement with users, we can advice on how you can improve your current recruitment website. Our strategy recommends the reduction of corporate firewalls around your hiring portal, and encouraging more openness and admissibility, from strong usability and direct engageability points of view.
Having the best designed site doesn’t guarantee engagement; neither does your website’s aesthetics deliver the best quality candidates. SocialRecruiter.co.uk can assist in realigning your recruitment website or corporate hiring portal to have a better user retention ratio and returning visitors, via a combination of simplicity in design, search-engine friendliness and connecting with the users.
Blogging
The value of running a recruitment blog or a less formal community that creates a feeling of openness and directness with the candidates. Job seekers have to realize and appreciate that their are humans behind your company, and that the ethos of the recruiter-candidate relationship is not just about profitability, but also personality.It should not just be about news in your company or how your sales team have hit targets or someone has been promoted. That doesn’t solve the problems of a job seeker. The conversations need to more about the audience, and how this relates to the services you endeavor to offer.
Blogging gives a more insider’s perspective of a company to the visitor, and hence they can trust you more and understand things better in case one of your recruiter’s don’t come back to them on time or as promised. Having a recruiter’s blog also provides candidates relevant advice on how best to deal with interviews (more interactive than the top-down advice posted on several static sites). Candidates will identify with this openness, and will be more than willing to recommend and/or refer more candidates for the roles you are looking to fill. We can assist to set up easy to manage functional blogs, and provide a guide on how to get the most out of this social recruiting medium, while also tracking results on a real time basis.
This tool have proved to be a great talent pool for many recruiters, especially corporate hiring managers to attract talent to their companies. Recruitment agencies have not fully harnessed LinkedIn in their search to find and place suitable candidates for specific roles, on behalf of their clients. From our experience and conversations with many agency owners and recruitment consultants alike, they see LinkedIn as a threath and not a partner. That shouldn’t be the case.
Just having a profile on LinkedIn and a few connections will not give you the power and potential of this great resource. LinkedIn has over 3 Million users in the UK, and 50 Million professionals worldwide. We can assist you take better advantage of LinkedIn, and generate more contacts, connections and build your networks via Open Networking communties, as this will give you a wider network to attract better candidates.
Twitter asks – What are you doing now? With over 75 Million users, the conversations on Twitter can be quite confusing. While their can be too much noise on this medium, we can direct your company on how to send smart tweets or search Twitter to find some passive but highly qualified candidates, who seldom apply for jobs or upload CVs in job boards.
We can show you different ways you can search Google and Twitter to find people who have indicated their occupation in their profile and/or who tweets about specific issues, likely related to a role you are trying to fill. It is important to have a twitter profile that represents the company’s brand, and do not just restrict yourself to tweeting out jobs you have, but also interacting with twitter users who may have skills related to the sector you actually tend to recruit for.
Lets face it (no pun intended), Facebook has arguably changed the way people interact online. Friends, family and coworkers connect online and share information and network together, thus making it the largest social networking site. Many recruiters also have Facebook profiles, with photos of themselves and personal comments about life and the art of living. In short, Facebook is a potential large free database of people, who might have skills that a recruiter is searching for.
Since Facebook has buily in powerful search functions, a recruiter can easily find some passive but qualified candidates for a specific role. This can be achieved by a combination of some skilled search abilities as well as activities on Facebook, that will attract these candidates. Then, the question of communicating with them. Social Recruiter can advice on ways you can effectively use Facebook to search for passive candidates, and get them recommending you more people, for job opportunities you have struggled to fill.
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