In a competitive jobs market, social media is an increasingly effective means of recruiting, following these 6 tips will help you get the most out of social recruiting.
Despite increasing competition in the jobs market, social recruiting in the UK is still not being used with 60% of recruiters not actively using social media in their recruiting process. The 40% of companies that are using it are enjoying the benefits of an effective means of advertising jobs, attracting candidates and reaching out to potential employees. These tips will help you make the most of social for recruiting success.
When you are profiling your ideal candidate make sure that you look at where they hang out on social media and the type of language they use. Ensuring that you are talking to the right people at the right time and in the right way will reduce your time and recruitment costs.
Each platform will also need a slightly different approach. So on Twitter, for example, you should utilise Hashtags to increase your reach outside of your followers. Use generic Hashtags like #hirefriday or make them more sector specific such as #ITjobs.
On Facebook, it could be more appropriate to have a separate careers page, particularly if you recruit on a regular basis or are part of a larger organisation. The NHS, for example, has a separate page for their Graduate Management Training Scheme which specifically targets graduates through appropriate content.
Your social media presence should always be transparent and this is particularly the case when it comes to recruiting. Don’t oversell or inflate a role when it is being advertised. Not only will this come across as being dishonest but it will also potentially attract an over qualified candidate who will be disappointed with the reality of the position on offer. Fundamentally, overselling a role is a waste of time for both recruiters and candidates.
Your existing employees should be your biggest advocates on social media and this should extend to recruiting. Encourage employees to share job adverts on a regular basis. Not only will this increase your reach but it also acts as an endorsement for your company – if they didn’t enjoy working for you they wouldn’t recommend you to friends or family. Use your employees in other ways as well. Consider a series of short videos by your employees letting potential candidates know why they should work for you.
For sector specific recruitment, forums can be a gold mine of potential candidates. Forums are a useful means of advertising posts and letting an audience know that you are recruiting but they can also be a great way to identify and reach out to potential candidates. Look for regular contributors or forum members who are willing to share blogs and articles so you can identify expertise and start building a relationship.
Social recruiting is all about staying social which means that communication should always be two way. Be prepared to ask and answer questions. Set up regular Q and A themed sessions to discuss your company, the application process, graduate schemes and so on.
Automating job posts and scheduling your content can help you to keep on top of your social media management but it should only form a part of your strategy. Being responsive is key to success so be prepared to engage in conversations and respond quickly to questions and queries.
Archive old adverts or filled positions quickly so that they don’t keep appearing on your time lines or feeds. If a candidate applies for a position that they think is available but has already been filled it’s frustrating and it won’t reflect well on your company. On the other side, keeping your content current will make you look more responsive and more appealing to potential applicants.
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