Social media has transformed our daily lives and how businesses market themselves to attract customers. It's also changed how companies find qualified candidates to fill roles within the organization. Social media recruitment has become increasingly popular in recent years, with many companies transitioning from traditional job boards to a social-centric hiring strategy.
Need an example; you can learn from the coffee giant Starbucks’s effective hiring strategy to attract the right talents. This great caffeine buzz brand uses a personalized hiring strategy for each social platform with creative content.
Here are some best practices to ensure an effective hiring process as you embrace this new approach to attracting top talent.
When most hiring managers consider social media recruitment, they automatically think of LinkedIn. Looking at LinkedIn is an important part of the recruitment process. You can use this channel to evaluate if someone is actively marketing themselves to recruiters (i.e., updated information, a relevant LinkedIn cover photo, etc.) and get details about their work experience. However, LinkedIn shouldn't be your only source of information.
You can also get more information about a job candidate using Facebook, Twitter, and even TikTok. In addition to sharing job posts on these platforms, you can use them to evaluate how candidates interact with the world around them. The content they share and engage with can highlight the candidate's values to help determine company fit. This evaluation also highlights supporting skills that could be an asset to your company.
70% of recruiters use social media to screen candidates for red and green flags before hiring. Consider incorporating this process into your approach to reduce turnover.
The employee onboarding experience will determine your new hires' initial impressions and engagement with your brand. The more complicated the hiring process, the less engaged your potential employees will become. One of the most frustrating features job applicants experience is uploading a resume and then filling out the same information in an online application form.
Consider creating a simplified approach to hiring that's consistent across platforms. Share where applicants can send their resume and cover letter with a branded link or create an online form shared across platforms.
Apart from this, you can automate your recruitment process and for this, you can leverage the best recruitment CRM software to make it fast and user convenient with automation features.
Many recruiters are using TikTok to call for video applications. This strategy is an effective way to experience face-to-face interaction with a candidate before an interview while cutting back on time-consuming cover letter reviews.
Don't overlook the importance of using social media channels to brand your business and attract top talent. Qualified employees are more likely to apply for a role if they see action and organization on your social media pages. Sharing industry-related content in the professional format and for this, you can use whiteboard templates that encourage those with shared interests to follow your pages, improving the chances you'll reach someone interested in your brand.
Focusing on your online branding will also help extend the reach of any job postings you share. In the post-pandemic world, many companies are embracing a hybrid work environment that combines remote and in-office work. Remote team hiring is quite difficult if your brand positioning is not too strong. This approach allows recruiters to cast a broader net without geographical limits. The better your brand's social media engagement, the better your candidate pool.
Encourage employees to interact with social media content and share job postings with their network. Your team members are the original ambassadors for your brand. They build trust, reach, and engagement when they advocate for your brand.
One caveat for this strategy: it needs to come from a place of authenticity. If your employees are unhappy, having them share job postings will have a minimal effect. Investing in your company culture, so your employees are enthusiastic about having others join the team is essential.
Finally, consider the short lifespan of organic social media posts. Posting about a job once won't be sufficient for attracting a large talent pool. Instead, plan to post once daily during the hiring period while catering your post times to when potential candidates are likely to be scrolling— around lunchtime and the early evenings.
Taking a strategic approach to social media recruitment can help you attract a qualified candidate pool so you can put the right person in the right role.
The team at Social Hire never just do social media management.
We're an organisation that helps our clients boost their social media marketing by offering social media marketing on a monthly basis.
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