So, how do you use social recruitment to attract top talent and achieve your recruitment strategy?

What is important to candidates in law?

To attract top talent, companies must demonstrate that they understand the people who are applying for roles. Across the legal profession, candidates cite flexibility, sign-on bonuses and paying out clawbacks, higher salaries, and financial stability as key reasons they are looking for a new role. While salary expectations are stabilising, the inflationary environment and potential for further economic impacts mean that candidates are seeking even more assurances that their salary will provide financial stability. Similarly, on the financial front, some candidates are moving to new roles to secure a sign-on bonus along with sign-on bonus clawbacks being paid by the new employer.

For younger people in Gen Y or Millennials (1981–1994) and Gen Z (1995–2012), their ability to research online and make a judgement based on a company’s online presence (or lack thereof) is a key factor in their decisions to apply for roles. Generally, the younger generations are looking for more than money. They want a compelling employee value proposition (EVP), benefits, and a workplace that suits their life and work. Further, they are looking for diversity in the business, with many people using the level of diversity at the executive level as a barometer to determine whether the company makes a demonstrable commitment to diversity.

How can companies strengthen their online presence for the recruitment process?

Posting a job advertisement on SEEK and hoping that people apply is no longer enough to attract top talent. Companies must think strategically and ensure their roles are advertised and communicated to a vast network. Not only is advertising roles across several online channels important, but having a strong online presence also builds a more powerful brand and EVP for the company, both of which are important to candidates.

There are four pillars to getting your social recruitment strategy right:

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1. Leadership presence

2. Interns and graduates

3. Paint a picture

4. Alumni network

Don’t forget about onboarding

The onboarding experience is a critical first impression for new hires, and it starts before their first day. Employees should feel like they are a part of the organisation throughout the notice period with their current employer. This requires keeping in touch with them and ensuring they remain engaged to reduce the risk they may accept a better offer in the interim. Once your new hire starts, clear communication will get a person’s journey off to a good start. If you haven’t already, you may consider having the new employee meet with someone from each business unit over the first couple of weeks in their new role to gain a broader understanding of the company and meet people across the organisation.

Use your social channels strategically to attract and retain top talent

As the labour market remains tight, it’s crucial for businesses to approach recruitment strategically. This includes understanding and identifying how the company will expand its online and offline networks. By reaching more people, from potential interns and graduate recruits to more senior lateral hires, your company has a higher likelihood of attracting top talent.

Further, understanding that candidates are well-informed and that your online channels play a significant role in demonstrating the culture of your company is important, especially as younger generations enter the workforce. Finally, once a candidate is hired, the onboarding experience also makes up a crucial part of your EVP. Making employees feel valued and welcomed before they start is a smart way to ensure that someone’s journey with your firm starts positively and is more likely to be a long one.

Karen Frenkiel is a principal consultant, and Julia Storie is a manager at Pitcher Partners.