I obtained four qualified candidates through social networking last week. I posted a status update on Facebook and LinkedIn early in the week about a position for which I am recruiting. Within hours, I received replies from friends of friends, relatives of friends, and former colleagues who were interested and qualified in the position.
Law firms can take the same steps to attract candidates from their existing networks. In my book, I discuss several free ways law firms can share job openings on social networking sites, including:
- Facebook Note (page. 126). The Facebook Note allows you to use more characters than a status update. You can also tag friends who may be interested in the position you post in the Note. And, your friends can share the Note so that it appears on their Facebook pages.
- Facebook Marketplace (p. 129). Firms can post job openings in the Facebook classifieds.
- Facebook Firm Page (p. 131). Firms can post job openings on their own Facebook page, and the posting can be shared by fans of the page.
- LinkedIn Group Job Posting (p. 171). Identify the LinkedIn Groups that will contain candidates you are seeking and post jobs in the relevant Groups.
- Facebook or LinkedIn Status Update (p. 174). Firm recruiters and hiring personnel can share job openings in their individual status updates on Facebook and LinkedIn.
- Tweet Job Openings (p. 201). Share your job openings on Twitter.
Of course, the above efforts won’t work without connections and strategies. I have over 500 Facebook “friends” and over 500 LinkedIn “connections.” I probably would not have obtained the same results if I had only 100 friends and 200 connections.
And, notice that I posted the job opening on Facebook and LinkedIn but not on Twitter. There was a strategic reason for not posting on Twitter. I wanted to reach out to people I knew well and trusted for this particular position. I don’t know the majority of my Twitter contacts that well (that’s the purpose of Twitter).
So, yes, law firms can use social networking sites in their own recruiting practices. But, they must first understand the sites, build their connections, and formulate their own social networking strategies before diving in.