Recruiting is a crucial part of building a strong team. It’s the process by which new employees are identified, interviewed, and hired. It’s also a difficult process, which is why it’s important to leverage social media to find and recruit the best candidates. This article will provide you with tips and tricks to help you leverage social media for recruitment.
While there is no magic formula to hiring via social media, following these 5 tips to using social media to hire and recruit employees can help you implement a strategy that significantly improves your efforts. To attract potential employees, you need to approach your recruitment through social media strategically. This social recruitment strategy is a good way to make sure that you are getting the best candidates, at the right time.
All these channels give you a chance to engage with your target candidates personas, and build connections using social recruitment tactics. As more and more people are joining social networks and using them to find jobs, social recruitment is an absolute necessity for companies.
With LinkedIn, Facebook, and Twitter boasting more than 3.5 billion combined users today, recruiters are wise to use social media to reach out to prospective candidates. With 94% of recruiters using social media to find employees, according to The Muse, it is equally important to understand that job seekers are leaning on social media for their next professional gig.
Carefully Approach Passive Candidates
When using social media to recruit, especially LinkedIn, there is a good chance that you will run into some passive candidates, or people who are not actively looking for work. In a hiring context, finding groups of candidates who are actively looking for work makes the most sense. You can find the right candidates by engaging them via shared passions, ideals, or networks–something you cannot do through the other recruitment methods.
Choose the Right Platforms
Figure out where your employees and perfect candidates are spending their time online, and then pick the best platform to recruit on social media. You should share content on those platforms that shows that your company is a great place to work, so that you can organically attract candidates. Experiment with different platforms until you find the one that works for your company.
Use Appropriate Hashtags
Using hashtags the right way is crucial for people to be able to find your job listings. Anyone who searches those hashtags on social media will be able to see your posts. By researching and using the right hashtags, you can ensure that your posts are viewed by the right audience. For example, if your company is looking to fill content marketing positions, you can use hashtags like #marketingjobs, #contentmarketingjobs, or #contentmarketer.
Come Up With a Stellar Content Strategy
Whether your company is primarily on LinkedIn or Facebook, if you only post job openings, it will be difficult to maintain a following. Mix up the content with funny posts, helpful tips, or even inspirational posts. This shows personality and creates curiosity in potential candidates. Work with content and social media marketers to make your business page attractive to job seekers.
Focus on Niche Networks
LinkedIn might be the largest social network for recruiting, but it’s also the one with the most competition. Because of this, some recruiters have turned to niche social networks like GitHub, Overflow, Stack, or even Meetup. Smaller networks allow you to target certain groups of people in your industry. If you’re not getting the results you want from the larger networks, try out some smaller niche sites.
Find the Best Candidates
Recruiting with social media is an effective way for businesses to reach potential candidates and build relationships. Instead of relying on traditional marketing tactics, such as cold calling and emailing, recruiters can use social media to connect with candidates and build human connections. By using social media as a recruiting platform, businesses can increase the number of candidates they are able to attract and build a brand that is authentic and relatable to their target demographic. This not only increases the number of candidates who become hired, but also increases the number of qualified candidates who are ready to jump on the job opportunity when it is presented to them, thus increasing the business’ hiring yield.