Becoming a Social Talent Sourcing Ninja: Tips and Tricks for Leveraging Social Media in Hiring

If you’re looking at jumping on social media to see where the top talent is, welcome.

That’s where the power of social media meets the art of recruitment!

By knowing where, who and how to interact, you can level up your hiring game and become a true sourcing ninja, you've come to the right place.

Gone are the days where you advertised on a job board and prayed for people to apply. In today's fast-paced digital world, social media has become a goldmine for discovering and engaging with potential candidates, so it’s high time you learn the nuts and nuances of social media and become the social sourcing ninja.

Studies say that about 58% of people use social media search to find other people. You need to be one of these people to check candidate suitability and bring them home.

But how do you navigate this dynamic landscape and unlock the full potential of social media for talent sourcing? Fear not, aspiring sourcing ninjas - we've got you covered!

In this blog, we'll dive deep into the realm of social talent sourcing and equip you with practical tips, tricks, and strategies to make the most of social media in your hiring process.

From leveraging popular platforms like LinkedIn, Facebook, Twitter, and Instagram, to exploring niche communities, groups, and forums, we'll uncover the hidden gems that can help you identify and engage with top talent like never before.

We'll also share insights on building your personal brand as a recruiter, crafting compelling messages that resonate with candidates, and staying ahead of the game with the latest social media trends.

So grab your virtual shurikens, sharpen your digital katana, and get ready to become a social talent sourcing ninja!

Let's dive in and unlock the secrets to hiring success in the digital age. 70% of hiring managers like you say they've found amazing candidates through social sourcing.

Are you ready to join the ranks of these sourcing ninjas? Let's get started!

Decoding the Knock-knock on Social Media – Why is Sourcing on Social Media Effective?

Social media's popularity for hiring can be attributed to the rise of technology and the shift in how we consume information.

With the current lifestyle that revolves around social media, it's no surprise that you’re eyeing these platforms to reach out to potential candidates.

Social media has become an essential part of our daily lives, and it's where we spend a significant amount of our time.

By using social media to reach out to active and passive candidates, building a name for your company and spreading the right word about yourself, you’re doing yourself a service.

You can almost cut your hiring time in half.

With social media and an efficient hiring process, it is possible. You find and engage with candidates in a place that is natural and familiar to them.

But, wait. ‘Am I even authorized to visit profiles and trace activity of my candidates on social media?’ you think.

The short answer is yes. You are allowed to view a candidate's social media profile as long as you are not using discriminatory factors to evaluate the candidate.

Generally, social talent sourcing ninjas look at a candidate's social media profiles during the initial screening process. You're not alone. Research says about 67% of recruiters and talent leaders like you use social media to know who the candidate is, outside the interview room.

This can give you a sense of the candidate's background and interests before scheduling an interview – using which you can weed out the complete misfits.

You can then batch connection requests, or send personalized messages using EasySource – Hire Quotient’s easy-to-use chrome extension to help you navigate the avalanche of profiles that match and closely match your needs.

Social media can also be helpful during the interview process, as recruiters can use the information they gather to ask more targeted questions and get a better sense of the candidate's personality.

During the evaluation stage, social media can provide valuable insights into a candidate's personality and values, which can help recruiters determine whether the candidate is a good fit for the company culture.

Another excellent way to know if a candidate can do the job you hired them for is to administer laser sharp, custom made, level specific assessments from the ocean of assessments at HireQuotient.

Can Social Media Tell You the Truth About Your Candidates?

By looking at a candidate's social media profiles, you can gain a better understanding of who they are, what they're passionate about, and how they interact with others.

You can also get a sneak peek of what the candidate believes in and if they resonate with your core values.

All that said, it's also essential to approach social media with a critical eye and not make assumptions purely based on what you see online.

Remember that not all candidates may have a social media presence, and it's not fair to judge a candidate based on their lack of social media activity.

It's important to approach social media with a critical eye and use it in conjunction with other evaluation methods, such as interviews, job simulation, reference checks, and skills assessments.

Become the Real Social Sourcing Ninja – Use Social Media for A-Z of Hiring

90% of social media marketers say building an online community is essential for success in 2023. But this isn't only true for marketing. It's applicable to talent sourcing as well.

Become the social sourcing ninja of your company with simple, easy-to-follow but significant steps that can help you land top notch talent in no time and solidify a strong foundation for your company's digital footprint.

But, like all other forms of art, becoming a ninja takes perseverance, commitment and tenacity.

If you're ready to go the extra mile for long-term benefit, you're in the right place.

Take notes and start your ninja training today.

1. Always be Prepared – Personal Branding and Your Engagement Level on Social Media

Gone are the days of passive talent sourcing, where you simply post a job ad and wait for the candidates to come to you.

In today's digital age, being proactive and building a strong personal brand on social media can make all the difference in your ability to source excellent talent.

Yes, that's right! Personal branding is not just for influencers and celebrities - it's for recruiters too. Your personal brand is your unique professional identity that sets you apart from others in the industry. It's the perception that candidates have of you and your expertise, and it's critical in building trust and credibility.

First, define your brand. What makes you stand out as a recruiter? Once you have a clear understanding of your brand, make sure it shines through in your social media profiles.

Use a professional headshot, craft a compelling bio, and highlight your unique value proposition. Be authentic and showcase your personality to connect with your audience on a deeper level.

Your personal brand should be consistent across all your social media platforms, including LinkedIn, Twitter, Facebook, and Instagram.

When candidates see the value you offer to the professional community, they will be drawn to you and your company. This will help you spot purple squirrels and whisk them away before your competitors, like the social sourcing ninja you are.

2. Show the Power of Your Tribe – Company Branding

Your company page on social media is your online home base. Make sure your page is up-to-date, visually appealing, and reflects what your business stands for.

Share news articles, awards, and press releases that highlight your company's success. This will help build credibility and attract top talent to your organization.

Social media is a two-way conversation. Make sure to engage with your followers by responding to comments and messages in a timely and professional manner. This will help build relationships and create a positive impression of your company.

Go deep into understanding your audience and start creating engaging content that speaks to their interests and needs. Your content should be a mix of informative, entertaining, and inspirational pieces that showcase your company's culture and values.

For example, you can create blog posts, videos, and social media posts that highlight your employees, showcase your workplace, and share insights into your industry.

You can also share news and updates about your company and industry, as well as post relevant content from other sources.

Engagement is a two-way street, and it's essential to engage with your audience if you want to build a strong employer brand and get traction on your company's page. This means responding to comments and messages, asking for feedback, and participating in conversations.

You would have seen renowned companies respond to tags, mentions and comments, and engage with their audience.

Doing so proves that there's a heart behind the screen or profile. Having that personal connection makes all the difference in this hyper competitive world.

So, when someone comments on your post or sends you a message, make sure to respond to them. You can also ask questions to encourage engagement and create a sense of community.

When candidates see you as being part of such a responsible, promising and high potential brand, they'll want to be associated with you, which further accelerates your social sourcing ninja mission.

3. Look for Signs of Your Unicorn – Create a Candidate Pool Using Social Media

With social media, the world is your oyster – truly. You can simply type in the keywords to find the target group you're looking for, enable AI powered chrome extensions like EasySource to extract the most relevant profiles.

Show genuine interest in the conversations you have with industry leaders, candidates and contribute value to establish yourself as a thought leader in your field.

Leverage different platforms strategically. Each social media platform has its own unique strengths, so make sure you're using them to your advantage.

LinkedIn is the go-to platform for professional networking, so actively connect with potential candidates, join relevant groups, and share informative content.

Twitter is great for real-time conversations and building a following, so use hashtags, participate in chats, and share quick insights. Facebook and Instagram can be powerful for showcasing your company culture and values, so share behind-the-scenes glimpses, employee stories, and engaging visuals.

A social sourcing ninja like you had all social networks under their belt. Choose the most appropriate channel for your business, engage like crazy and show that you care genuinely about the things you speak about.

Avoid generic and automated messages that can come across as spammy. Instead, take the time to personalize, or semi personalize your interactions with potential candidates. Address them by their name, reference their interests or achievements, and tailor your messages to their needs.

This shows that you've done your homework and genuinely care about building a relationship with them.

But, wouldn't it drive me nuts to write custom messages for each good profile or candidate I find on LinkedIn, you think.

We answer with EasySource. Our free chrome extension helps you automate workflows to send semi personalized messages, assign a waiting period before sending follow up mails and nurture them until they come onboard your company.

This way, as social sourcing ninjas, you can always keep your candidate pool evergreen.

4. Find Your Unicorn and Eye the Rainmaker – Engaging with Active & Passive Candidates

By joining relevant groups and forums on social media platforms, you can connect with potential candidates and engage with them on a more personal level.

Look for groups and forums that are related to your industry or job openings. For example, if you're looking for software developers, look for groups and forums for developers on LinkedIn or Facebook.

Once you've identified the relevant groups and forums, join them and start engaging with members.

Share relevant and valuable content with the group or forum members. This could include industry news, blog posts, or other resources related to your industry.

A highly useful and thought provoking post invites visitors to your page, your company's page, which in turn may lead to an incredible connection with a promising candidate or an industry leader.

Additionally, networking can help you learn about industry trends and developments that could impact your recruitment strategy.

Do you know who you can find in these groups? A high potential, high performing professional who's interested in your domain, wants to learn more, contribute more to it and stay on top of current happenings in your industry.

They may even volunteer to do projects, research or spearhead innovations in their company and generate groundbreaking results for their company.

You need such rainmakers to put your company on the map and rewrite history.

You can meet these people in your industry groups and get to build a rapport with them.

Now tell us, wouldn't it be great to be a social sourcing ninja?

5. Team Up with Your Tribe – Let Your Happy Employees do the Branding For You

Any top talent you come across is taken in like hot cake. Sure, they receive a lot of offers, but do you exactly know which one they accept?

What determines their choice? Is it compensation? Maybe. Role? Probably. Branding? You're getting closer.

But what exactly?

The answer is rather straightforward – it's the company they can visualize themselves in, having an inspired, contented life, while reaching for the stars.

We're all visual creatures, we imagine our future all the time. And the one that resonates best with our values and aspirations becomes the one we gravitate to.

It's the same with your potential candidates. They need to know how their lives will be, if they choose to join your team.

Give them a great show. Invite your employees – those who are already living the candidates' dream to share experiences of working with you.

Share photos and videos of team members working together, participating in team-building activities, and enjoying company events. This will help potential candidates get a feel for your company's values and culture.

Your employees are your best brand ambassadors. Encourage them to share company content on their personal social media accounts and participate in company social media campaigns.

Once your potential candidates see who you are and how you make your people feel, they are more likely to incline towards your offer and join your cause.

Now that's how you create magic as a social sourcing ninja.

Bring Home the Unicorn – Your Social Sourcing Ninja Journey Continues

You've managed to convince your unicorn and rainmakers to come join you. Does it mean you can hang up your boots? Of course not.

Onboarding a new employee is an exciting time for both the company and the new hire. But with many employees now working remotely or in hybrid work environments, social media can be an effective tool for onboarding and engaging new hires, whilst creating a great impression and sowing the seed for great referrals.

Share a post on your company's social media accounts welcoming the new hire to the team. Tag the new employee in the post to make them feel included and welcomed.

Grow your network, join a community and stay in touch with possible miracle workers for your company. Stay authentic, consistent and you're sure to win the trust of the best talent and add them to your team.

You've now embarked on an adventurous journey to become a social sourcing ninja – it only gets better from now on. Take your AI powered recruitment partner Hire Quotient with you and begin your social sourcing game.