Let’s Get Social: The Benefits of Social Media Marketing for Recruiters

Just over a decade ago facebook was born. Now social media is entwined in our everyday lives. In fact, it informs every aspect of our lives – where we eat, where we play, where we shop, and even where we work.

Where do today’s millennials go first to search for jobs? The Internet.

In today’s digital age, it’s important for recruiters to understand and utilize social media to attract the top candidates.

A recent survey suggests that 96% of recruiters utilize social media to some degree in their marketing concept. And, the benefits of social media marketing for recruiters are numerous.

Attracting top candidates is not a one-stop-shop. Embracing social recruiting can be a driving force for attracting the top talent you desire.

Best Practices for Recruiters

Two for One. Boost your Brand and Attract Top Candidates.

The stronger your presence on social media, the more your brand is noticed. It’s a cost-effective promotional tool and the quickest way to gather a talented pool of candidates for now and the future.

Social media continues to grow at lightning speed in popularity and possibilities.  Tech savvy recruiters realize the need to keep up with the latest trends and utilize those trends to achieve their recruiting goals.

Think beyond job boards. You have to reach today’s job seekers where they live – on social media.

Numbers Matter

Why wait for candidates to wade through endless job boards? Many candidates using job boards may be interested but not currently seeking a position.

Social media delivers your message directly to potential candidates and their everyday lives.

You reach candidates who might otherwise never see your posting or have any knowledge of your business.

This opens the door for better response rates and a broader pool of qualified individuals to choose from.

Create Engagement

There’s no doubt social media recruitment is more direct and more exciting than traditional recruiting methods like job boards.

Recruiters can create rapport with the users much faster allowing for instant inquiry and communication.

The more one-on-one communication you have with a candidate, the better. This allows you the opportunity of getting to know (or weeding out) the candidate before an actual interview.

A simple tweet, retweet, or a share can promote your brand and your recruiting needs. This offers you more exposure, and that’s always a good thing.

Use Mobile Recruiting

How do most young adults access their social media? Through their phone, of course. Do they ever put them down?

Don’t underestimate the power of mobile technology.

Make sure your current techniques are optimized for mobile recruiting. If potential candidates can’t access what you have to offer, they miss out. And, so do you.

Try Messaging Apps

Messaging apps allow recruiters the chance to broaden their target while making the experience more personal.

The goal here is to target the user with their platform of choice – and there’s so many to choose. From Twitter to WhatsApp to Snapchat to Periscope, the list goes on and on.

Messaging apps allow candidates a glimpse into a business culture that other mediums just can’t. This gives candidates a more personal experience and a clearer picture of the job environment.

Think About the Candidate

Consider this. The most qualified candidates have unlimited opportunities. They are your target.

You want to make the best impression possible and offer a positive experience for them through your social media marketing.

Their view of the company based on your interaction with them, or lack thereof, determines their interest in working there. And, ultimately whether or not you get the best hires.

So, you want to make sure you are not only reaching them through your social media marketing. You want to impress and engage them as well.

What should I Post to Attract the Best Candidate?

  • Offer a view inside. Share employee interviews, company reviews, or a tour of the business.
  • Show the company culture. What is different about the company? Show why someone should work there.
  • Showcase the community. What is unique about the area? Highlight the benefits of living and working there.
  • Share industry news. What is going on currently in your industry? Share the latest trends with potential candidates.
  • Ask potential candidates a question. Where do you see yourself in five years? What makes a great leader? What would you like to know about the job? This allows for mutual communication and a more personal experience.
  • Offer useful information. Share interview tips and strategies for success. Share information that shows what you are looking for in a candidate.
  • Describe job responsibilities and benefits. Offer a realistic view of both the expectations and the benefits of the position.

Now that social media is such an important part of the recruiting process, keeping up with the latest trends makes sense for recruiters.

If you are a little behind jumping on the social media bandwagon. No worries. We’re here to help. Knowing the basics is a good first step.

Six Social Media Must Haves for Recruiters

Facebook – Everyone and their grandma use Facebook. This is the largest social media platform in the world. Facebook is a recruiter’s best friend.

Linkedin – If you are looking for professionals, Linkedin is the way to go. This is the largest professional social media network out there.

Use it as a recruitment and screening tool. The cream of the crop of professional job seekers will use Linkedin to find employment. That’s an opportunity you don’t want to miss.

Twitter – Never underestimate the power of a tweet! With a single tweet, you can reach thousands of job seekers.

You can even add photos and videos to give your tweets some flare.

And, don’t forget to ask for a retweet. This can spread the word and reach those potential candidates you desire.

Google+ – This powerful recruiting tool has a unique feature. Circles is a social media tool that lets recruiters create private groups of skilled candidates (a talent pool) in a particular industry or sector.

YouTube – If you’ve never considered YouTube for recruitment, take a closer look at what it can do.

YouTube lets you show your brand to the world. Share a video showing what you have to offer. Let your happy employees do the talking and sell your brand for you.

Instagram – People of all ages use Instagram, but it’s all the rage for millennials. Want to capture their attention?

Promoting your brand with pictures and video on Instagram is smart for the recruiter hoping to attract young professionals.

Recruiting the best candidates is no easy task. There’s not one “best” social media platform to use.

Don’t become overwhelmed thinking you have to do it all or know it all. Remember, social media is meant to enhance recruitment. It’s another tool in your recruitment process.

Social Media Recruiting is Here to Stay.

The current trend of social media marketing will only continue to grow in popularity.

Think about this. Today’s teenagers and tomorrow’s workforce don’t know the world without it.

One additional benefit. It’s fairly cheap as a marketing tool. In fact, many platforms are free as opposed to job boards which usually charge a fee. The ability to reach a broader audience rather inexpensively is key.

Aside from the affordability, it’s important to have a strategy in mind for your social media marketing efforts.

You want to strategically target ideal candidates rather than flooding social media platforms with tons of job postings.

Why? Recruiters who aren’t strategic run the risk of looking desperate. Pumping out endless postings across Facebook, Twitter, and Linkedin, among others, is never a good practice.

This could actually deter your target audience. Recruiters who know social media know how to use it wisely to reach the ideal candidates.

One cool idea. Recruiters can use current employees to recruit new employees they know in the industry. Utilizing the social networks of employees can allow you to narrow your search to a more targeted pool.

This offers a more personal approach. Candidates are more likely to take a second look at a posting if it’s from a friend or acquaintance.

When a candidate sees the invite from someone they know – someone in their circle – your chances of attracting them dramatically increases.

Creating a Personal Connection

Social media has certainly become an integral part of the recruitment process. It offers potential candidates the ability to see a business in a personal way.

Recruiters can market the business while connecting with potential candidates in a way that humanizes the business.

Before an interview ever takes place, the candidate knows the expectations and the benefits of the job. And, the employer knows they have reached their target audience.

As you can see, the benefits of social media marketing for recruiters are numerous.

Use it to your advantage, and then watch this powerful marketing tool do some of the work for you.