Still, using the old playbook for recruitment?
But It won't help you anymore.
If you want to hire star talent and want the best for your company. You have to go wall to wall.
Have to do what modern recruiters are implementing, and that is using social media for recruitment.
4.9 billion social media users worldwide, and 79% of job seekers use social media for their job search, which means around 3.8 billion users are using it.
So, it's clearly a goldmine, right?
And you shouldn’t miss this opportunity to tap into it for your next recruitment.
It’s the era of hashtags, shares, and sliding into DMs, where your next all-star employee could be a tweet away.
It’s not that simple.
But you can learn a few tactics and incorporate a few practices.
Now, where can you learn this?
Here! Explore this blog and dive deep into Social Recruiting Best Practices to get you to YOUR next best employee.
Let's dive in!
Effective Social Recruiting Best Practices to Attract Top Talent
Social recruiting may be the popular form of digital recruitment, but something can serve you the desired outcome once that has been implemented in the best way.
Thus, if you want to become one of the recruiters who are happy with the result of social recruiting, then you have to use social media at its best.
Here are the best practices for social recruiting that will help you attract active and passive candidates.
1. Develop a Strong Online Reputation
Due to the digital revolution, Millennials and Generation Z seek information online, so creating a strong online reputation that speaks to the company's mission and values is essential. Don't only offer facts because millennials love emotional connection.
Embrace showing what your company stands for through powerful storytelling. Demonstrate that your employees don't have to choose between ethics and beliefs, and showcase that everyone is welcome.
Besides, use social media to establish your company culture as the authority in the field. Be consistent—let one message flow through all your values. Enhance brand value with the help of social recruiting.
2. Networking with the Right People
Although it's beneficial to be open to everyone, if you want to take your recruitment strategy to the next level, you ought to target the right people. Therefore, ensure that all your social media profiles are industry-specific and work on developing connections with leaders in your field.
However, don't fall into the trap of a generic approach. Instead, be intentional and individualise your communication, tailoring it to a specific person or company.
Thus, you have to address their interests if you want to achieve the best results. Clarify what it is that you offer and why collaborating would be fruitful for both of you.
3. Live Video Streaming and Passive Candidates Engagement
In the process of social recruiting , make use of applications and social media that allow live streaming to engage with passive candidates but also with all the professionals and like-minded people in your field.
Live streaming allows you to tell your story and hold Q&A sessions. You can personalise the stream and give a glance at the organisational culture to the audience.
Besides, you can adjust the content to your target group and alter it according to their response and feedback.
What matters the most is that live streaming will show your audience that you care and that their opinion is important to you.
4. Leverage the power of hashtags
This is one of the best practices of social recruiting. Using the right hashtags will help you spread your message and increase its scope. It's recommended to determine what are the hashtags on Twitter, Facebook, and Instagram that job seekers follow.
However, these hashtags will usually be generic, and you will have to examine and narrow them down. But don't lose hope if there are no relevant hashtags in your industry.
Make your own and create a strategy that will get them trending. Make your hashtags unique and clear enough to convey the message of your brand.
5. Use LinkedIn groups
Polishing and updating the company's LinkedIn profile is one of the essential tasks of recruiting because this platform is number one for candidate sourcing. Yet, it's not enough to optimise it and show that the company is recruiting.
Join industry-relevant LinkedIn groups, be active, and participate. That might be the place where you will find and hire the next top talent as they try to draw attention to their skills and expertise.
6. Diversify your social media platforms
Many companies feel like they need to follow an invisible set of rules and avoid having some social media platforms. Yet, it's recommendable to be bold and different.
If you can use every platform in advance and convey a professional message on LinkedIn and Instagram, you will have a greater outreach.
Instagram Likes, and Snapchat Snaps will help you reach a younger audience of candidates, and you can use them to create content with strong visuals.
Every recruitment channel on social media platforms has a diverse purpose. Thus, instead of focusing only on a single social media platform, use many of them to make social recruiting highly fruitful.
7. Utilise your employee network for social recruiting
Employers must remember that an employee referral program is always an advantage, and you can also use your hires in social recruiting.
They can share the company's publications and recruiting adverts on their profiles to maximise outreach. That way, your recruiting messages could have viral potential.
However, creating a corporate social media policy beforehand is recommended to prevent sending conflicting messages.
8. Run paid social media advertising campaigns
Sometimes, organic efforts don't give the expected results, and it's necessary to shift to paid advertising as most social media platforms allow their users to expand their message that way.
If you worry about the price, Facebook is quite affordable, with the average ad being 0.64 dollars per click. Nevertheless, try only to use paid advertising when you're actively hiring.
9. Post quality content on social media
Although it's a logical requirement, as this might be the essential step, it's necessary to note that you need to pay attention to the quality of the content marketing for your post.
You might be posting frequently and investing a lot of money, but if the content doesn't satisfy standards, the exposure won't bring the desired results.
Hence, ensure that all your campaign material and posts are useful, worthy of sharing, and entertaining.
Don't just post to increase followers; post to build community.
It's one of the crucial at the same time underestimated social recruiting practices.
10. Get to know your candidates
There are no quality strategies if they don't target the right people. The internet and social media give you enough material and opportunities to get insights into the digital footprint of candidates from your industry.
That information can help you discover what they need, what triggers their attention, and how to modify your content and tailor it to their needs.
Final Thought on Social Recruiting Best Practices
If you are going to implement social recruiting best practices for the first time, then you should be patient with the whole recruitment process. The reason is social recruiting takes time, Rome wasn't built in a day, nor your branding presence will.
Recruiters don't need to think twice before adopting a social recruiting strategy. It benefits you and your candidates only if it has been well-planned.
Happy Recruiting via Social Media!!
FAQs - Social Recruiting
Why is social recruiting important?
Social recruiting is important because it helps you tap into a larger pool of talent actively engaged on social media platforms. It expands reach, improves employer branding, and facilitates faster and more targeted hiring processes.
Is social recruiting effective?
Yes, social recruiting is effective. It helps companies reach a wider audience, engage with potential candidates directly, and showcase their culture and values. By leveraging social media platforms, you can connect with both active and passive job seekers.
What are some best practices for engaging with candidates on social media?
If you are new to this, then here’s the catch for you: this best practise can help you to connect with the right candidate. Be authentic and show genuine interest, Timely responses, share Valuable & relevant Content, maintain professionalism & keep interactions respectful.
How can I use LinkedIn effectively for recruiting?
To use LinkedIn effectively for recruiting, start by creating a compelling company profile and posting job openings with clear descriptions. Actively search for candidates using LinkedIn's advanced search filters and engage by sending personalised connection requests and messages. Additionally, share relevant content and participate in industry groups to build your network.
How can I measure the effectiveness of my social recruiting efforts?
To measure the effectiveness of your social recruiting efforts, track key metrics like engagement rates (likes, shares, comments), the number of applications received through social channels, and the quality of candidates. Additionally, monitor your cost per hire and time to fill positions to assess overall efficiency. Regularly review these metrics to identify areas for improvement.
What are the challenges of social recruiting?
As like other recruitment, social recruitment also comes with a few challenges, such as the time-consuming process, reaching the target audience, Managing Reputation( Negative feedback or comments), and Quality of Candidates. But once you start using it everyday, you can overcome this easily.
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