Social Media: How To Use it for Recruitment 8 new ways

Social media recruiting is no longer a trend.

This is one of the most used talent acquisition tactics. Since most people at least …

Social media recruiting is no longer a trend. This is one of the most used talent acquisition tactics. Since most people use at least one social media platform, it makes sense to use these channels to attract and hire new candidates.

In this blog, we will define social media recruiting, describe the benefits of using social media to recruit talent, and discuss some of the best social media recruiting methods.

Social media recruitment defined

Social recruiting is the method used by recruiters to find candidates on social media platforms. It is also known as social media recruiting, social recruiting, and social recruiting.

In addition to recruiting, social media is widely used for brands by employers. These channels help employers clarify their message about their employees’ values   and streamline their hiring efforts.

With the gradual increase in the use of social media, social media recruiting is becoming popular with professionals who bring the talent. This is not surprising, given that nearly three-quarters of young people between the ages of 18 and 34 found their most recent job on social media. Additionally, nearly 90% of recruiters report hiring someone outside of LinkedIn.

Organizations with well-structured social recruiting strategies are more likely to reach passive candidates, better showcase their corporate culture, save money on ads, target better candidates, and get more referrals.

Why should all businesses use social media for recruiting?

Using social media in recruiting has many benefits. For some employers, social media channels are the main source of new candidates. This is because they allow social media recruiters and other talent acquisition professionals to better target their audience and reach more people.

So let’s take a look at some of the main benefits of social recruiting.

  1. Reaching passive candidates

Passive candidates are people who are not actively seeking opportunities but are considering a better offer. These people don’t go to counseling or visit their careers to get a job.

Since there are more passive candidates than active, employers need to find ways to reach both groups. Social media is the best way to do this! According to the survey, 80% of employers say social recruiting helps them find passive candidates.

2. Hire high-quality candidates

Thanks to its ability to reach passive and active candidates, social media is also one of the best resources for those looking for a job of the highest quality. According to the survey, 59% of recruiters consider candidates on social media to be of the highest quality.

Paid social media posts also allow recruiters to reach very specific audiences and hire people who fit their organizational culture. By targeting people with specific knowledge, skills, experience, and seniority levels, recruiters can solve foreign problems and get better-quality candidates.

3. save time and rent

Recruiters who use social media to recruit new candidates typically spend less on recruiting new candidates and fill their positions faster than recruiters looking for other channels.

For example, social media ads can be much cheaper than spreadsheets. It provides more quality candidates, which greatly shortens the recruiting process. Additionally, job seekers see social media and professional networks as a more useful resource for their jobs than job boards, job postings, employment agencies, recruiting, and job postings.

4. Show your employer’s brand

According to the survey, 75% of applicants research a company’s reputation before applying, and 62% of applicants say they use social media to evaluate their employer’s brand.

Social media is therefore not only a good rental channel. It’s also the most effective brand channel for employers, where companies can showcase existing employees, organizational culture, values, benefits, and everything candidates want to know before deciding to apply.

 Also, check out our guide to creating a successful brand strategy for employers!

5. Social Recruiting Best Practices

Now that we have some benefits of using social media for recruiting, let’s discuss best practices. Best practices may vary by candidate and audience, but there are some rules that talented professionals should follow.

6. Choose the right channels

There are many different social media channels these days. That’s why it’s important to understand how each of the channels works and who the primary audience for each channel is. For example, while Instagram is the best way to target people in design, marketing, retail, etc., this channel may not be the best choice for developers.

Instead, some employers have started recruiting developers through niche social media platforms and forums like Reddit, GitHub, and StackOverflow.

LinkedIn is still the most popular social network used to find new people today, with over 90% of recruiters using LinkedIn to fill their vacancies.

7. Improve your social media profiles

The social media profiles you use for recruiting should represent your company’s core culture and values. Many organizations create separate Facebook and Instagram profiles designed for employer branding and talent acquisition.

This way you can really focus on your candidate and not on the buyer of your organization. You can target your communications and messages to potential candidates and showcase the content candidates are looking for.

In addition, many organizations encourage their employees to optimize their personal LinkedIn profiles. They offer pictures of drug brands or ask employees to include links to the company’s career website in their profile.

If you use LinkedIn to recruit, you should also consider implementing a LinkedIn Life Page, which provides organizations with a great way to showcase their culture and employee-generated content.

8. Use inviting images and engaging captions

When posting to social media, use inviting yet clear messages and always include an image that clearly indicates whom you are looking for.

According to Buffer’s research, 63% (or two-thirds) of social media feeds are images. As a result, content with relevant images has a 94% higher response rate than content without.

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