Do You Use These 4 Techniques in Your Social Media Recruiting Strategy?
Posted by Lisa Perrin
How much time do you spend on social media looking for the perfect candidate? While LinkedIn is the traditional way of recruiting, a little innovation never hurt anybody. You need to be present on all social media platforms, especially on the less common ones. Here is why diversifying your social media recruiting strategy can have a good impact upon your organization.
According to a SHRM study, 94% of recruiters use social media for recruiting. This number has been increasing steadily for the last 6 years. Before 2011, 56% of companies were recruiting via social media, but in the last year, millennials are driving a shift in social recruitment practices. An Aberdeen study found that 73% of 18-34 year-olds found their last job via social media.
Therefore, we need to adapt our recruiting strategies and attract top talent through our professional online brand presence. In 2017, the employer brand must be where the candidates are –and that is online. If you want to be aware of the latest trends in social media recruiting and avoid losing fantastic candidates, this article might be for you.
4 Ideas Not to Miss in your Social Media Recruiting Strategy
Communicate Directly on the Social Media Platform
If candidates spend most of their time on social media, why not contact the potential hires directly via Twitter or LinkedIn? LinkedIn is still the preferred tool for recruiting. There are 6.5 million active job listings on LinkedIn. 48% of recruiters use LinkedIn for social outreach, and 94% of recruiters use LinkedIn to vet candidates.
While LinkedIn is a great tool for recruiting, Facebook is quickly gaining ground. Facebook announced on February 15, 2017, its new feature for businesses pages in US and Canada. Employers will be able to post job openings on their company business page, and candidates can easily find the posts on the employers’ page, or in the jobs bookmark. While Facebook and LinkedIn make efforts to make our job easier, I believe we can do more. :-)
Be Present on the Less Common Social Media Platforms
This is especially valid if you have a creative job opening. Instagram and Pinterest profiles allow you to see if the candidate is creative and what his/her approach is on artistic tasks. For example, if you need to hire a brand manager, you could easily find out on his Instagram profile, if the candidate has an inclination for creating his own brand through his photos and style of taking photos.
In other words, these profile checks allow you to read between the lines. You probably know the saying “a photo is worth a thousand words”. It is also true when you are recruiting. A Buffer’s study found that 63% of organizations are currently using Instagram. That’s an even higher percentage than YouTube. Whether it’s behind-the-scenes pictures, how to videos, or stories, Instagram can be a game-changer for your recruiting strategy.
Prioritize and Optimize Your Career Site
If your career site looks bad, and the functionality is non-existent, then even if you get candidates to your site from social channels, chances are they will bounce are high. Your site needs to be mobile responsive, as most of the job seekers scroll for job openings from their bed with a mobile device. According to Glassdoor, which made an annual survey called the Rise of the Mobile Job Search, up to 45% of applicants have used their phones to search for a job.
Rebrand Your Corporate Culture
It is very important to invest in corporate branding, in social responsibility projects, participate in community events, hackathons, marathons etc. Why? Because 84% of candidates would consider leaving their current company if another company with an excellent reputation offered them a job. Also, you can create an “About the Team” page, with testimonials and thoughts about working for your company.
Do you like reading LinkedIn recommendations and testimonials of your candidates? Guess what? They also like reading them about you. Glassdoor and Indeed provide venues for current, prospective and past employees (and anyone else) to rate your company. There are also useful tools on the market that are built with the intent of leveraging social networks to engage your employees to share your roles and drive employee referrals.
Get Creative in Your Social Media Recruiting Approach
It is said that no matter the content we put online (a video, an image, or a message) it takes only 3 seconds to capture the audience attention. That’s why the 30 seconds videos are the most successful, and the headline of an article will decide if the article will be read or not.
In this context, the online market ‘forces’ us to create more innovative approaches for recruiting through social media: phone apps, video content and advertisements with creative images can be the way to attract qualified candidate’s attention. Here are 2 ideas to take into consideration for your future strategy:
- Create Video Job Ads – A Buffer’s survey states that 83% of marketers said that if there were no obstacles, video would be the content they would like to create more of. So why not create video content for your next job opening and post it on all social media platforms? Of course, it can be more time-consuming, but according to Jobcast, the job advertisements that have a video gain 40% more interest.
- Create a Job Game Test – This is a creative idea that can determine if a certain candidate is compatible with your company before even taking the time to apply. You can create a testing game with questions about personality, hypothetical situations and multiple choice. It is like a career assessment test, but more fun and relaxed. At the end of the game, depending on the result, you can include a “Call to Action” which says, “We could be a good match – Apply Here”.
If you’ve read to this point, congratulations!
Not everyone makes it until the end.
It is indeed too much information to keep up with. Implementing the right social media recruiting strategy can be tedious. There is no recipe for success.
Once you have successfully recruited applicants for an open position, your next step is to find out if they have the skills for that position. Consider using skills assessments. They are an effective tool for hiring candidates based on their abilities, which can lead to a better hire and a happier employee.
Let me know in the comments below what other ideas you already implement in your social media recruiting strategy.
Improving Your Recruitment Strategies with Social Media
With millions of daily users, social media opens a whole new world of recruitment opportunities and offers unique ways to directly source, recruit, and hire candidates. If you want to stay abreast of the times, you need to learn and apply social recruiting strategies as soon as possible.DOWNLOAD
Lisa Perrin is the Office Manager and HR Administrator for eSkill Corporation, a premium web-based skills testing provider. With an education in Accounting and a love of technology, it seemed like a natural move for her to go into office management for a temporary staffing organization and specialize in HR-related roles. After 20 years of experience in these roles, Lisa enjoys sharing nuggets of wisdom any time she gets the chance.