We might earn a small income when you click on some of our links.

The plain fact is that if your hiring process doesn’t include at least some social media work, you’re part of a rapidly shrinking minority.

According to a survey CareerBuilder conducted in 2017, nearly three-quarters of all employers (70%) make social media a part of their process when evaluating potential new employees.

As you’d imagine, a big part of social media’s role in hiring involves screening what sort of material a would-be hire shares through their accounts. But social media can be a proactive recruiting tool all on its own, too.

Betterteam has collected data that verifies that almost 95% of recruiters now use social media to publicize job openings.

On the other side of the equation, roughly two-thirds (59%) of recent hires mention their employer’s social media presence as a significant factor in their signing on.

Talent acquisition is a challenging task, particularly when you’re searching for specific skill sets. With the job market currently booming, seekers can be choosy, and this makes it even harder to track down the ideal employee for your opening.

Traditional job postings are no longer the most effective way to fill vacancies. With social networks, you can cast a wider net than ever before when you go searching for talent.

Social media resources help you engage more rapidly with prospective hires and they foster a productive two-way conversation.

Job seekers are enjoying the benefits of the social media boon as well as employers. They promote themselves, share information, and discuss prospective jobs across many different platforms.

Meeting them on their chosen social network with relevant, engaging content is a great way to attract the talent you’re looking for.

Let’s take a closer look at the sort of recruiting benefits of leveraging social media in your hiring process:

Targeting Quality Candidates

Social media networks give companies an almost-overwhelming range of options to pursue in meeting their goals. In a hiring context, social media can be the perfect way to announce vacancies and get that information into the hands of highly-qualified job candidates.

Hiring managers, recruiters, and HR professionals can leverage social media and collaboration tools to seek out ideal job seekers and derive useful insights from the entire hiring process.

Social media promotion makes it easier than ever before to leverage internal referrals. A professionally-focused network like LinkedIn is ideal for filling vacancies. It provides purpose-built tools for filtering candidates, engaging with them directly, and ensuring that openings are matched to highly-qualified applicants.

Dice’s 2015 Sentiment Survey established that fully half of the professional job seekers now expect prospective employers to research them using online tools, and that includes checking their activity on social networks.

Building Productive Connections

Online social networks are geared toward connecting people who share backgrounds and interests. When it comes to recruiting, these turn into powerful tools for establishing your organization’s brand and presenting yourself as a desirable employer.

Relatively simple verification protocols can establish two-way trust when you seek job applicants, narrowing the field, and ensuring that word of your vacancies reaches the right online recipients.

Social media tools can amplify the effectiveness of your recruiting in a lot of different ways.

In addition to the general strategies outlined above, we also have some targeted tips to share that can help you harness the power of social media in hiring:

1. Survey Social Activity to Understand Candidate Behavior

With social media growing more popular for both personal and professional use, more and more individuals are generating long-term histories of personal content.

You can examine the social activity of potential hires in depth to confirm that their general online demeanor is a good fit for your organization and its brand. In many cases, an active social profile will allow you to get to know a candidate and even get a good grasp of his or her writing style.

2. Uncover Personality Traits in Candidates

Learning about a candidates personality is especially important when you need to fill a creative vacancy. In some cases, you want to select a personality that will mesh well with existing team members. In other cases, building a diverse team can be the key to building innovation. Social media resources can play a vital role in both cases.

3. Maximize Your Reach Across Multiple Platforms

Although our last opening was in a fairly industry-specific niche, our recruiting process included announcements across all of our social media channels. We announced the position not only on our website and in our newsletters, but also on Twitter, LinkedIn, and Facebook.

We even purchased Facebook ads to extend our reach further. In the end, we got more qualified applicants for the position while spending less overall on the recruiting process.

4. Target Qualified Candidates On LinkedIn

LinkedIn has become our go-to resource for highly-qualified candidates when we have vacancies that call for complex requirements and significant experience. The professional network is geared toward making exactly these sorts of connections, and it’s a formidable tool for focused recruiting.

5. Encouraging Employee Participation

Social media recruiting is about more than posting job listings. You can encourage current employees to share their positive experiences with your organization as well. A company that demonstrates employee satisfaction will find it easier to hire more employees.

Over time, a history of strong employee testimonials can do more than any sterile job listing to attract quality applicants.

6. Advertise Positive Aspects of Your Culture in Appropriate Social Channels

Creative sharing is possible for both employers and prospective employees through social media. We have dedicated focuses for each of our social channels: Twitter is for education, LinkedIn is for company accomplishments, and Facebook is for employee culture.

We’re always on the lookout for new avenues to explore; LinkedIn Video is a tool with incredible potential.

7. Check Candidate Engagement with Your Brand

Social media research can become a more insightful and honest way to answer the perennial question of whether or not a candidate is familiar with your business and your clients.

Social media interaction will reveal a verifiable history of engagement that can count significantly in a candidate’s favor.

8. Foster FOMO Feelings

We use Instagram as a branding platform that’s set us apart from other potential employers. Our account provides applicants with an insightful glimpse of our culture and our people rather than our services.

Opening up in this way encourages candidates to feel FOMO (fear of missing out) and positions our organization as one they’d be proud to join. 

Written By
Grace Lee has been practicing in the field of digital marketing for several years now. She has already brought numerous sites in search engines' first pages in search results. In her spare time, she loves listening to podcasts about Google algorithm updates and other matters related to SEO. She's also a regular contributor at SEO Houston Pros

Related Post

DMCA.com Protection Status