In just one week, a bevy of Social Recruiting and Talent Acquisition experts will fill the halls of a downtown San Francisco hotel, and their invaluable business ideas will fall on the ears of hundreds of attendees at the Social Recruiting Strategies Conference (SRSC). Today, Aspen presents a sneak peek of what is to come. For this edition, we caught up with Andres Traslavina of Whole Foods and Allison Kruse of Kforce who have kindly shared their tips and insights for better social recruiting strategies.
“Our role as recruiters is to place people in companies they love and in roles where they can flourish as a person and as professionals,” says Traslavina.
What is the best way of doing this? Moving beyond the linear playing field of standard data findings:
“The most effective tool to discover new talent for your company is your instinct and ability to move beyond singular data points,” he continues.
Data should tell a story, and if a company cannot see past the numbers on their charts and graphs, they are losing a significant chunk of their potential candidacy.
Allison Kruse, Senior Manager of Social Media & Talent Acquisition at Kforce, understands the importance of employee training for Social Recruiting. Furthermore, she can appreciate the expansive and, often times, overwhelming space that comprises Talent Acquisition within social media platforms.
“Focus on your people. Provide the support and training needed to empower them to optimize their use of social media,” Kruse recommends. “The big world of social media can be an intimidating place, and many employees worry about saying the wrong thing or getting in trouble.
“Spend time with your people. Understand what they know how to do, and what they don’t, and help them fill in the gaps. Your efforts will not only engage your fellow employees, but will go a long way toward enhancing your employer brand.
The bottom line: “Employees who feel appreciated, challenged, and trusted tend to stay.”