9 Useful Tips for Social Media Recruiting Strategies | RecruitBPM

9 Useful Tips for Social Media Recruiting Strategies

 

One of the best ways for companies to promote their products and services and represent themselves and their brand is the use of social media. Yet did you have any idea that 92 percent of the recruiters also utilize social media for their recruiting process? They use social media not only for publicizing the job positions but with Millennials quickly becoming the cornerstone of the US workforce and Generation Z following their pursuits, is focused on settling themselves in their preferred industry, aiming these two groups must be the concentration of all the recruiters.

A major part of these people’s conserve on social media, not only the social one but all parts, including the search for new opportunities. This is where the recruiters need to focus their recruiting efforts when it comes to social media. If you haven’t yet finalized your strategies regarding social media recruiting, nothing to stress about, we are here to help you.

Social Media Recruiting Strategies

These strategies are designed for both active and passive candidates. Hence the recruiting and staffing agencies can imply these strategies, the only limitation is their budget and imagination.

Develop your Company’s Online Reputation

Put your best efforts into creating your brand name. Let the people know that your company is the one about which everyone wants to know about and work for. Instead of targeting the customers for your branding purposes make sure to establish your authority in your individual field. If they are already connected to your company, they can play a potential role in the growth of your business from within. Most often the Millennials look forward to developing ardent relations with the right organization, therefore, try to provide them with something they can be passionate about. To let them know that your company is a great workplace, share such content that displays great things about your company and spontaneously attract candidates. In simple words, take a look at those companies which are the talk of the town, offering exclusive working surroundings along with exceptional employee benefits –and reflect whether you can be one of those. Most importantly, there should be compatibility within your company, the people inside your company must have the same opinion whether it’s your company message, values, ethics or beliefs.

Use of Videos in Engaging Passive Candidates

The moment you are successful in establishing your presence on your selected social media networks, you would need to achieve the next level in your relationship for that you must have to engage with these networks. Among many other forms of engagement, video is the most effective one. Video is such a mechanism that can engage the social network users 10 times more than any other type of content. According to marketing professionals, 52% of them consider video to be the type of content that offers maximum ROI (return on investment). This can be possible because of the fact that human brain is capable of processing visual data 60,000 times faster than the text, or you are enabled to convey more information in a video than any other type of content, credit goes to the combination of non-verbal messaging, verbal tone, body language and visual clues that it includes. Whatever the secret is, it is better to utilize the attraction of the visual contents to engage passive candidates and other industry-related professionals as well.

  • Usage of live video to provide unrestricted Q&As.
  • Let the people have a peek into your company to let them be acquainted with your workplace culture.
  • Behind the scenes (BTS) footages are also popular among people, so provide them what they like.

Entail Employees in Social Media Posting

The main purpose of using media is to expand your influence. Put your trust in your current network of employees to spread the word. Encourage your employees to be indulged in the recruiting management, give them a persuasion for sharing your posts on their social media networks. The authority of a personal reference must not be undervalued, from both sides be it the recruiters or the candidates. Moreover, one of the most effective sources of hires can be social media sharing. Just make sure that you have an authentic and working social media policy and your employees know about it and aware of the expectations you have from them. After all, they are going to be your brand representatives and you wouldn’t want them to vandalize your brand repute unintentionally.

Connect to LinkedIn Groups

According to a business report, approximately 87% of recruiters are using LinkedIn for sourcing the talent (55% recruiters source through Facebook and 47% utilize Twitter). Don’t just go for boosting your business profile on LinkedIn to showcase you are actively hiring, but also connect and contribute to LinkedIn groups that are industry-related. There are a plethora of particular groups on LinkedIn, forums where applicants are dynamically indulged, seeking to put themselves in their area of expertise, looking for them. Let’s say, if you are an HR professional, you will probably join the Linked: HR Group for hiring and recruiting purposes. The main point is networking has its power, and by joining such groups you are enabled to quickly recognize the top talent and major influencers. To be knowledgeable regarding these people can bring so much easiness into your life as an HR professional when you want to attract the right people.

Use Other Social Media Platforms

It is also important to understand that you must also include using different social media platforms in your recruiting strategies as not everyone fits the mold, and what works for LinkedIn may not be useful in the case of Facebook or Twitter. You must be creative while using all of these social media platforms as they are particularly designed in different ways for different uses. To use these networks to your utmost advantage you must be aware of the profile that is the most engaging one. Apart from the mainstream three social media networks e.g. LinkedIn, Facebook and Twitter, develop your business profiles on YouTube, Snapchat, and Instagram as well. Furthermore, try to look for the industry-related groups and networks where your ideal candidates might be socializing.

For instance:

  • GitHub and StackOverflow are for developers to share their knowledge.
  • Moz and Warrior Forum are the sites where marketers socialize.
  • Quora is used for various niche questions and answers.

Disseminate Valuable Content

When it comes to imparting content for information purposes, whether it’s a curated content or your own, make sure that what you distribute isn’t seen as junk. Identify the queries your target audience may ask and offer them the relevant answers. Keep them involved. The point of being social is that you must have that kind of information that others would like to share otherwise your social media may not work the way you want to. Make sure your content is interesting, useful and entertaining or have any of these qualities.

You can use any format if you a variety of social media platforms:

  • Blog posts
  • How to guides
  • Videos and podcasts
  • Images and photography
  • Infographics

In short, any type of content would work for you on social media except it is a length of boring text or a statement of fact. Offering people something worth sharing will make your content go viral quickly.

Improve your Social Media Campaigns Using Insights

The secret of social media advertising working so well is that you are able to know about your target audience. Different to the conventional advertising techniques where you are playing the game of chance and expecting that among millions of the people who will see your ad, you will be able to get hold of the ruby in the rubble, advertising on social media will lead you to your ideal candidates as you can easily determine your search parameters. Yet to actually strengthen your social media recruiting strategies you must make use of the insight tools at hand to boost your advertising campaign, for that you have to make sure to incorporate quantifiable KPIs when you develop your advertisement.

Develop a Community to Involve your Candidates

The need for providing your candidates with quality content has already been established above, to keep them involved you need to create a network/group of people who are like-minded. Don’t bombard them with information only, try to make it a two-way process by encouraging them to give their feedback. Try to have a direct connection with the people whom you think can be a part of your talent cloud. Inform them about your company, share about the benefits and prospective opportunities they can get from there. Have an enthusiastic approach and reach out to your audience, instead of waiting for them to reach you.

Make Use of the Hashtag

Take your time to recognize the authority of hashtags. Apparently, it seems easy to prefix a # to a word or sentence and hope for it to work magically –but this is not the case in reality. You must understand the scope and influence of your hashtags, how many people will utilize it, the locations, the demographics –if the hashtag isn’t according to your determined parameters for the target audience, it is inessential, don’t use it. On the other hand, if you use a hashtag which is too much in trend, you will be at the disadvantage of losing your message among the cut-throat competition on social media. Therefore, give it your best shot at being creative while using your hashtags, customize your hashtags according to your company needs so you can achieve with them what you aim for.

Conclusion

Social media recruiting is a gradual process; however, a majority of recruiters usually use social media recruiting strategies to have improved the quality and quantity of candidates. This is the reason why it can be valuable to spend your time and energy in executing these strategies. Yet before you go for it, be sure that your social media recruiting strategy is well planned and documented taking into consideration your target audience. Remember, if you fail to plan, you plan to fail.

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