What is Social Media Recruiting?
Social media recruiting can be defined as the process by which candidates are recruited using social media platforms as talent datasets, or for advertising about various openings and positions for the company.
Using social media for recruiting can ensure advertising jobs either through the HR professionals or through the process of crowdsourcing, where job seekers share capable job openings within their personal as well as online social networks.
It is basically the practice of identifying, attracting, engaging, and also hiring both active as well as potential candidates, by using the social media networks they’re active on. Recruiters can check out passive candidates’ social media profiles to get a sense of how interested they are and what they’re looking for in their respective jobs. You may click for info for top it staffing company in dubai to get hire.
Benefits of Social Media Recruiting.
Businesses can hire and recruit potential candidates using social media. It is also a vital platform for sourcing candidates and promoting the company’s culture. Let us look at some of the benefits of social media recruiting:
- Reach the elusive passive candidate. Social media is one of the best ways to find and connect with potential motivated candidates.
- See talent and passion firsthand. People nowadays use social media to make themselves known and show their love towards their careers. You can find potential motivated candidates and learn about the wonderful work they’ve done and the creative ideas they have.
- Get resume details without a resume. In various social media platforms like LinkedIn and to some extent Facebook, you can view a person’s complete work including their education history. You will know if a candidate has the experience the role demands before you reach out to them.
- Find a great culture fit. Social media allows you to learn what the candidate’s hobbies are and even conclude what sort of personality he/she has. You can search for candidates who are skilled and will also be a perfect fit for your workplace.
- Filter out the bad candidates. Just as good candidates can be figured out from Social Media, so can the bad candidates also be. There are people who behave poorly over social media. You can determine if a potential candidate has a positive or a negative attitude by seeing what they share online.
- Save money. Social Media recruitment is totally free of cost unless you promote job openings through some paid campaigns. It is another benefit of using social media to recruit candidates as there’s no involvement of huge funds in the recruitment process.
Tips on Social Media Recruiting strategies
- Building your company’s online reputation.
Build your brand up company and be the organization that everyone knows about and wants to work with. Try to become the best authority in your specific field. Don’t just target customers with your branding, rather provide them with reasons why they should choose you over the others.
Millennials nowadays are looking forward to establishing an emotional relationship with the right company, so give them something to be passionate about. Share content and information that shows the company in a great light, highlighting a great place to work with and organically attract candidates.
Above all, be consistent with whatever you do. Have one bold voice, keep your messaging on track and always be open about your values, beliefs, and ethics.
- Using video to engage with passive candidates.
Once you’ve installed your presence on your respective social media channels, you want to take this bonding to the next level, now it’s time to engage with them.
And video is one of the most effective and attractive forms of engagement.
Video is a medium that social media users are ten times more likely to engage with than any other form.
It is believed to be the type of content that 52% of marketing professionals around the globe agree provides an extraordinary return on investment.
So you must harness video’s appeal to target potential candidates and other professionals in your company.
- Involving employees in sharing posts on social media.
The main point of social media is to extend the reach of your organization.
Incline towards your existing employee network to get the word out. Ask the employees to participate enthusiastically in the recruitment drive, and also demand them to share the posts on their personal social media platforms.
Personal recommendation is a very huge and powerful method and should not be underestimated, both from those looking to recruit and also those looking for recruitment.
There are a lot of specialized communities on LinkedIn, where candidates have actively involved themselves, trying to prove themselves in their field. It’s your turn now to seek them out.
Social media recruitment is all about the power of networking, and in these groups, it is very easy to identify top talent and key influencers. Knowing these people will make your life easier when it comes to attracting the correct professionals.
In case you’re sharing content, it doesn’t matter if it’s your own or curated content, just make sure that what you share isn’t viewed under spam. Know about the questions that arise in the minds of the viewers and try to give them accurate answers.
Basically, Social media only works if you have something that others want to share – that’s the actual point of being social. Your content has to be entertaining, useful, or interesting.
The format can be anything:
- videos
- how-to guides
- blog posts
- images
- photography
- infographics
- Podcasts
In case you want your content to go viral, provide people with something worth sharing.
- Keeping candidates motivated – creating a community
Don’t just spam your audience with useless content, rather give them the content to engage with and build a community of like-minded people.
Don’t just throw information at them and present a one-way street, but begin the conversation, and carry it on.
Message people directly, include them in your particular network who could potentially become part of your talent cloud. Converse with them about the company, about the benefits and opportunities they will receive after working there.
Be proactive and approach your audience, it’s useless to wait for them to come to you.
Don’t underestimate the power of using the humble hashtag. It is super easy to put a # in front of a word or a likely sentence and expect it to show magic. No, it’s not that simple.
Try to be inventive and creative with your hashtags, customize your hashtags to you, and your company. Also, relate to what you want to achieve with them.
