How to Build a High-Performance Social Recruiting Team
October 23, 2013
When Yuvraj Bhatnagar, Director of Talent Acquisition at GlobalLogic in India, told us that his team was able to reduce recruiting costs by 50% after adopting social recruiting tools, we were thrilled.
“Social media hiring is a growing trend in the hiring industry and one has to understand its increasing importance as the entire world continues to go social,” says Yuvraj.
GlobalLogic chose to adopt LinkedIn Talent Solutions as their social recruitment tool around two years ago. According to Yuvraj, LinkedIn has helped his team source candidates with complex and varied skill sets and given them access to a larger, better pool of talent, including passive candidates. Furthermore, using the LinkedIn Recruiter License allowed GlobalLogic to reduce time to hire time by 40%. With a desired talent pool readily available, finding the right candidates became both easier and faster.
Putting the impressive results aside, we wanted to know what GlobalLogic did in order to build a high-performance social recruiting team. Here are a few of their tips that hopefully you can apply to your own organization:
1. Lead by example
When Yuvraj saw the potential of social recruiting, he knew that in order to implement these new tools successfully, he must get his team on board. “Changing attitudes and mindsets is most important when you adopt new technologies,” he says.
That is why, as the team leader, he took the time to fully understand the ins and outs of social recruitment and articulated its potential and value to his team.
His next step was to map out and share actionable steps that the team could take when they began using social recruiting. For example, he educated them on how to write an inMail to get the desired responses – personalizing and targeting it for the recipients rather than sending out a mass impersonal communication.
2. Set social recruiting goals and targets
As the team dove in and started using social recruiting, they set short and long-term goals. Time to hire and number of positions closed were short-term highly measurable goals. The long-term goals included mapping talent from competition, number of candidates “kept warm” in the talent pipeline, and follower base and engagement in the LinkedIn Groups created by the team.
3. Motivate each recruiter to be your talent brand ambassador
Once the team started spending more time on social media looking for candidates, it was important that each recruiter thought of themselves as the face of the company. This meant that they would fill out their personal LinkedIn profiles to reflect their professional brand at the company, and were able to easily articulate the company value proposition and mission. This not only helped expand the reach of the company’s employer brand, but made it easier to recruit great candidates.
4. Create a platform to share ideas
One of the most productive ways to improve the usage of social recruitment tools is holding regular meeting to share ideas. For example, in one of these meetings at GlobalLogic, a recruiter pointed out that the team was not using the Talent Pipeline functionality within LinkedIn Recruiter. As the team dove deeper in what these features do, they realized that they were staring at the answer to the database management woes that they were facing. This ongoing sharing of thoughts and ideas has really helped the team partner better and be more productive using new tools.
5. Don’t forget to celebrate success
In order to keep the team motivated and challenged, the GlobalLogic HR leadership introduced the “Social King/Queen” Award. This recognition goes to the most successful social media recruiter and has sparked a lot of enthusiasm (and friendly competition) within the team.
If you want to hear directly from GlobalLogic on the results they achieved, watch the video below or read the entire case study: