LinkedIn, for many recruiters and HR managers, is an essential platform and process to their recruitment strategy. It is indeed a great worldwide bank of talent, readily accessible and at your fingertips.
However, restricting yourself to just Linkedin as the only recruitment platform means that you are ignoring all the recruiting potential of other social media platforms.
Many other platforms offer opportunities to discover fresh, new talent that may not have a LinkedIn presence. What is more, other platforms will enable recruitment professionals to see a side of potential candidates that is less “formal” than the self they may portray on LinkedIn. Whilst LinkedIn provides an incomparable way of sourcing new talent, other platforms will allow you to judge whether said prospective employees will be a good fit in your company’s culture:
Facebook is an important resource that recruiters should use fully in order to optimize their search for talent.
The data on offer is much more personal and in-depth than many other platforms, which in turn, enhances Facebook’s ad targeting capabilities. This allows job adverts to be tailored specifically for the most suitable applicants. Boosted posts and ads provide companies with a platform that helps them reach a high volume of people very quickly, but ensuring that the audience they reach is specific and targeted.
It is also a great place to look for passive candidates, those who are not actively looking for a job but might be open to discussing whatever opportunities you have to offer. What is more, there are many niche groups on Facebook focused on specific subjects, which offer fertile ground to harvest talent.
Many people use Twitter as a professional tool rather than a personal one, to connect with people in their industry and establish online relationships.
Like LinkedIn and Facebook, Twitter has an untapped wealth of talent; job seekers and talented professionals can be open to connecting with recruiters discovering new opportunities.
Recruitment and HR professionals can tweet about job vacancies, using relevant hashtags which will enable them to be found by potential candidates and can actively search within the Twitter to find relevant candidates.
With 54% of job seekers using Twitter, the numbers speak for themselves.
What do these four platforms have in common? They are visual. Some focus primarily on video, others in images, but they all centre around visual content marketing.
What this means for a recruiter is that your audience on these platforms is looking for visual stimulation. If you’re looking for talent in a creative industry like graphic design, photography or video production, this is a good place to start. Consider these platforms as a mini portfolio, with potential candidates showcasing their work for their online following on these platforms.
However, do not mistake these platforms as hubs for solely creative minds. Job seekers from other industries are very active across these platforms, as it enables less creative minds to express their creativity too. It has become common for job seekers, particularly young graduates, to upload video CVs to these platforms, in which they explain who they are, what kind of job they’re looking for and why they should be selected as a candidate for your business – all the information you need to assess a potential candidate is available at your fingertips – you just need to be looking in the right place for it.
Companies are also increasingly moving towards video interviews as part of their recruitment process, with a set of online automated questions to test the candidate’s verbal skills, character and time-keeping. This helps narrow down the candidates invited for further screening or face to face interviews. These platforms will give you a preemptive idea of whether a candidate will be capable of passing these first stages of your interview process.
Have you got anything to add to this story? Do you use social media as a recruitment tool or have been approached for a role via a social media platform? Let us know in the comments below, or join us @SocialBuk.
18 Jan 2018
17 Jan 2018
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