Job platforms, job ads on your own website, headhunters and recruitment agencies are all standard in recruitment. More and more companies are now opting for a further concept: recruiting via social media, also known as social recruiting. HR managers use social media to interest active candidates in open jobs. At the same time, they also reach talent who are not actively searching via these channels but become aware of the employer brand and an opportunity for change in this way.
When is recruiting via social media worthwhile?
Potential new employees spend a lot of time on social media, especially those who are younger. Studies show that the vast majority of students use Facebook, Twitter, Instagram and WhatsApp several times a week. It makes sense to use these channels to present the employer brand and vacant positions on these channels and start a dialog with new talent. Which platforms make most sense and what content to use actually depends in turn on the individual candidate profile you are looking for. Consequently, you should get started with a thorough persona research: Who would make an ideal candidate for the open position and where can you find the talent matching this profile?
Effective approaches to social recruiting
Investing in structures.
Is your social recruiting initiative proving too laborious? No wonder – manually operating numerous social channels while ensuring that candidate information is processed quickly and in compliance with the law is a time-consuming process. Or, at worst, counterproductive, when candidates are unhappy with the application process and post their dissatisfaction on social media. Professional social recruiting platforms help to digitize entire processes. This leaves time to concentrate on interaction with talent instead of administrative tasks.
Adapt strategy to changes in the labor market.
When you use social recruiting you have to be up to date all the time with regard to both target groups and platforms. An example: Although most candidates are still sending their applications using their laptops, younger candidates are already more likely to do so via a smartphone. Does your career page allow to automatically fill out an application form using one’s LinkedIn profile? Such adaptations and technological updates are necessary, if only to show applicants that the employer is on the ball when it comes to digitization.
Communicate brand identity authentically.
The best brand ambassadors for a company are its own employees. It pays off to have them share information about the company as an employer as well as job vacancies via their social networks: the company benefits from the enormous reach that results from the sum of all employees’ contacts. Because friends and acquaintances trust each other, talent addressed in this way perceives information to be more credible than the official brand presence. This approach, also known as employee advocacy, also enables employees to position themselves as experts on a specific topic and thus sharpen their own profile in social channels.
Involve employees as recruiters.
One step beyond employee advocacy is the approach of letting employees recruit new talent. Again, employees use their personal social media networks to refer commend suitable candidates for vacancies. A digital platform such as Talentry Jobs helps to manage referrals in a targeted way, to include proposed candidates in the recruiting process and at the same time to keep employees informed about the status of their referrals.