Considering the two statistics shared at the beginning of this post, 92% of recruiters use social recruiting. Recruitment isn’t an emerging trend. Today, it is deeply embedded in the workflows and expectations of recruiters and job seekers alike. Recruiters and organizations must be present on their preferred platforms when people are looking for work.
Social recruiting is all about knowing which platforms have their advantages and disadvantages. Different platforms have different opportunities and experiences for recruiting. For instance, LinkedIn is the premier professional networking tool. In a business setting, it is a great way to connect with professionals. You can refine your targeting and content strategies on Facebook to connect with specific audiences with its powerful targeting tool. It is a great way for candidates to converse about viral topics and for candidates to get quick answers. Both Instagram and YouTube are effective platforms for showcasing cultural videos and images to large audiences.
Social media recruitment benefits
Recruiting through social media requires preparation and dedication, but it is still an important step forward. Social media has become a major part of people’s free time and they are willing to reveal a lot about themselves online. Online recruiting benefits from this. In other words, recruiters can find out a lot about potential candidates online before approaching them. LinkedIn, for example, provides detailed CVs and descriptions of previous responsibilities; Twitter engages users in conversation on many current topics, and Facebook lets you see a candidate’s values and interests.
Social media also allows companies to present themselves creatively, such as with videos, memes, or pictures. Furthermore, current and former employees can act as brand ambassadors or influencers by using their online presence. Recruiters can also reach passive candidates through word-of-mouth with a digital employee referral program, for example. Furthermore, social media allows companies to deliver their messages precisely to the right audience, for example by setting up their own YouTube channels or using topic-relevant groups on Facebook.
It’s a good place to get started optimizing your personal and business social media profiles, posting organically, and creating groups. As a result of their growing popularity, it has become increasingly difficult to cut through the noise. Consider exploring the premium features of social media, rather than relying exclusively on organic social media channels.
To promote job opportunities to the exact target market, recruiters can use social media ads. LinkedIn Talent Solution and AngelList’s recruitment solutions include ads, pipeline builds, career pages, and integration with applicant tracking systems, among other features.
Best Practices for Social Recruiting
According to their employment requirements, every company decides their own social media recruitment strategy. However, from a generic perspective, here are a few best practices that will ensure a successful social recruiting campaign.
- Engage your prospective candidates by responding to them in a personal way
- Different types of content can be implemented on different platforms. Employer branding videos can be posted on Instagram, and polls can be posted on LinkedIn
- Using your posts to highlight company culture
- Find out where your ideal candidates spend their time
- Share opportunities with your employees and encourage them to make referrals
- Monitor your social media platforms regularly and optimize them
- Engage your potential candidates through social media platforms
Now that you know what Social Recruitment is and how to implement it, let me give you an overview of how RecruitBPM implements it schedule your demo ats for best social recruitment from one platform.
It is NOT guaranteed that you will find applicants for your job through social media
It’s okay to tweet, post, and blog your heart out, but social media does not guarantee qualified candidates will apply for your job.
We can all agree that social media is here to stay. As the old saying goes, you should not put all your eggs in one basket, and this is especially true when it comes to social recruiting. Therefore, while social recruiting shouldn’t be ignored, let’s stop being so obsessed with it.
The company account posts are appealing to job seekers, but employee posts provide a more realistic view of what it is like at your company. User opinions are often more trusted than those of a brand, making them powerful tools.
During events and around the office, ask employees to share photos and tag the official company account. Provide even more insight into company culture by re-sharing this content from your recruiting account. If there are viable candidates in your network, ask employees to share job postings with their friends and colleagues.
Think about establishing a corporate social media policy that will guide your employees in their social media communications. Consistent messaging will help you avoid reputation-damaging mistakes.
Keep in touch with high-potential candidates through other channels once you’ve built a following. Capture a candidate’s resume and contact information from LinkedIn automatically with a candidate relationship management system. Establish recruitment marketing campaigns to target warm candidates and give them additional information about company culture, leadership, awards and accolades, the industry, and available positions using the system.
In the age of social media, talent teams have a wide range of opportunities to build a pipeline of interested followers, establish a unique employer brand, and gain market insight. One of your social media fans could be your next great hire with the right tools and strategy.
