Editor’s Note: This is a guest post by Marquis Matson. Her opinions are her own.
As recruitment agencies compete for top talent, it has become increasingly necessary to use social media in talent acquisition. Indeed, over 90% of all recruiters now use social networking sites in their recruitment process. The following are eight benefits of using social media as part of your recruitment advertising strategy:
Today, practically every ideal candidate you could consider for any position at your company is on social media. Facebook enjoys an active user base of over 2.19 billion. Twitter is popular for the ability to host job search chats and many millennials and Generation X demographic are active users of LinkedIn as a job hunting platform.
Wherever you look, you see social networks serving as incredible platforms for identifying and recruiting talented individuals to work for your clients. Certainly, few other platforms can reach as many people as social media, meaning that you are likely to get the caliber of talent other platforms can hardly match.
Self-reported statistics from many companies show that they get high quality candidates whenever they recruit via social networking sites. One big reason why this is the case is because most people you will find on social media are tech-savvy, a fundamental requirement to land any job in today’s marketplace.
Additionally, they are likely to already be in the know regarding emerging business trends, adding to the skills they bring to the table. What’s more, if you choose to use your employees to announce new openings at your company via social media, chances are that the people you will hire will not only stay longer at your company, they will also be more productive than those you would hire through other platforms.
Social recruiting is effective, not just in finding you the ideal candidate, but also in increasing the visibility of your brand. By advertising new positions on social media, you strengthen your brand and create some level of trust among potential employees.
People view brands that have a strong social media presence as more trustworthy. Therefore, it would serve your business well to establish a robust social media presence, not just because you want to find good employees, but also because doing so will build trust among potential customers as well as make it a coveted place to work.
Recruiting can be a very expensive undertaking. Social recruiting is cheaper, but can still cost you significant amounts of money. All the same, the value you get from the hires you find via social networking platforms makes this approach extremely cheap.
Without a doubt, recruitment costs via social media are almost always, lower than those of other methods. A simple Facebook ad can for instance get you over two times more visibility than the traditional recruitment methods like classified ads in the dailies and job boards.
Imagine a brand that has taken its time to grow its audience, even using tools like Growr to organically grow on social media, but finds itself struggling to engage with the followers it has gathered. Such a brand can benefit from a social media post of a job opening.
As interested individuals seek out more information regarding the job opportunity, your social media page gets more engagement. Some interested parties will post on the comments section, others will share with their friends and followers, while others will send you a direct message to your inbox.
These conversations keep your page active and give you the opportunity to engage with potential employees. Some of these are people who would never have applied for a job at your company had you used any other recruitment platform.
Recruiters who know how to make the most of the recruitment opportunities available on social media will tell you that some of these social conversations are better than one-on-one interviews.
In any case, you can have several chats with several potential candidates on social networking websites, and only call a few of them to further the conversation in person at your business premises later. Furthermore, there are several social recruitment tools you can use that will help you do it fast and stress free. These include Jobcast, Work4 Labs, Jobvite, Bullhorn Reach, and LinkUp.
Social recruitment comes with incredible ability to laser-target certain groups of people for the available vacancies. On LinkedIn for instance, you can try to share the job postings in certain industry-specific LinkedIn groups.
On this platform alone, there are thousands of groups for professionals in practically every industry you can imagine: from engineers to HR workers, to writers, to finance experts. That said, remember to post your recruitment messages in a way that would not be deemed annoying.
The idea is to attract potential candidates, not overwhelm them with promises of bliss if they get a job at your company. Though such promises might be true, potential employees could start to view you and your company as con artists or spammers, ultimately undermining your credibility and ruining your chances of getting top talent via the social platform.
Twitter hashtags also make for clever recruitment methods. You can also consider asking your employees to share the available vacancies within their social circles.
It is now an open secret that employers use social media to get an in-depth understanding of the people they have hired at their companies. Many people see social media platforms as free spaces where they can express their frustrations, talk about their causes and share their experiences as they go through the days of the lives. What you might not know is that potential employers also check out candidates on social media.
Social networking sites give them a deeper view of who they are about to hire. It gives them insights into the person’s personality even allowing them to figure out what their ambitions are and what they can expect once they hire them to work in their business.
Other recruitment methods cannot help you do that. Screening potential employees ensures that you work with those people who align with your company values and culture.
All the same, it is important to note that you should resist the temptation to review someone else’s social media profiles without them consenting to it. That said, most people now include links to their social media profiles in their CVs, a decision that implies that they are comfortable with potential employers reviewing their social media profiles.
The traditional methods of recruitment generally take longer than social media recruitment methods. This means that when you have an open position that you need filled in the shortest time possible, social media is the platform to consider. Social networking sites not only make it easy and fast to communicate with candidates, it also allows them to respond faster. As a result, excellent work relationships often emerge.
What’s more, recruiting in a talent pool that has people who share common values, interest and work styles with the hiring manager or company often accelerates the speed with which you will find the ideal person for the job. This is great news for both the hiring party and the candidates hoping to get an opportunity to work at your organization.
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