I’m naturally curious and unlikely to accept the norm. Disruptive, if you prefer, I’m prone to question and challenge you.

My business started with a longing to answer a simple question, if I can find people on social media, why can’t companies? The answer was to show them how, so off I went and started doing exactly that. (Read more about my social media training, with Symposium, on the 25th September)

But I digress. If you want to succeed recruiting on social media you need to get curious. Question everything and try new things. Start your questioning at the beginning.

What’s the hiring manager not telling me?

If you want to make your social recruitment life a whole lot easier you need to find out all of the stuff that the hiring manager wants and won’t write down. A preference for people from certain universities, companies or industries and, even, related to nationality – this could be good or bad.

Question it. It’s crucial you understand why they have these preferences, especially if they’re being unrealistic or ageist/racist/sexist and so on. You’ll need this later.

What does this role actually involve?

You know that hiring managers write a dream list of all of the things they need, a hybrid of six different people, a person that doesn’t actually exist. So who are they really looking for?

Find out what the person will actually do. Ask the hiring manager. Ask the person in the role. Ask the team. Be curious.

Then, with the hiring manager, cut that list down to the crucial elements. Then ask, “If I find you someone with these crucial elements, will you interview them?”

Where does the team hangout online?

Now that you know what you’re actually after, ask the team where they interact on social media.

LinkedIn may not be the answer. Your designers aren’t hanging out there. Neither are your techies, doctors, nurses or teachers. Ask your team for their suggestions and input.

Where do they look for work? What would an online approach need to grab their attention? Can they help you? What can you differently?

What is great about your business?

If you don’t know what your company is doing, how can you be enthusiastic in your communication with a candidate?

What snippets can you share in 140 characters? Think people to people.

What makes you enjoy working for the company? Who started this week? Who won a new client? Is anyone doing a crazy challenge? Can you share an office perk? Friday bake off, dogs in the office, or got safe bike parking?

How can you make this easier?

Now you have a realistic job spec, insight from the team, enthusiasm for your company, and know where the team hangout on social media, you’re ready.

In my experience, it’s at this point where your values or concerns can make social recruiting challenging. Worries that it’ll take too long, is too hard, or that people won’t like it.

This is a great time to look at what others are doing, look for blogs, take some training or ask for advice. How are others doing it? What tools do they use to save time? How do they include this in their day job with ease?

Social recruiting is proven and you’ll soon see others have improved their quality of hire, increased employee referrals, saved money, and increased productivity. All because they were curious and gave it a go.

So what is stopping you finding your new recruit on social media?

Katrina Collier advises clients how to use a wide range of social networking sites so that they find the right people for their roles. She is running a training event on the 25th September on Social Media and Recruitment, organised by Symposium Events.