Social media platforms play a major role in hiring in today’s scenario. Use the tips mentioned in this article. We’ve put together all the required information for you to get started!
Social media platforms are handy tools these days where people can connect and share tidbits of their lives. Also, these sites have become very resourceful for job seekers and recruiters at the same time, with so many candidates actively using sites like Twitter, Facebook, and LinkedIn to find jobs and hiring managers listing jobs hoping to find the right candidates for every role.
Social media platforms can be tough to navigate, especially when looking for candidates. However, when used in the right manner, these networks can help you locate Professionals who might be an absolute fit for a role in your company. In fact, in 2017, it was reported that 87% of recruiters use LinkedIn to find candidates and 55% use Facebook. On the other hand, about 47% of recruiters use Twitter.
But, how can one use every social media platform to its fullest to find the right candidate? We will discuss all that and more in this article so that how you can go ahead and build the perfect team for your company. Keep on reading.
Social Networks and Tips on How to Use Them for Candidate Resourcing
Not all social media platforms reflect equal strengths. All of them have different features, which means that you need to have different recruitment strategies for each of them. Before you go ahead with a social media platform, make sure you know all the features of that platform.
LINKEDIN:
Linked to Facebook, Twitter, or other platforms, Linked in a network useful for recruiting and job searching. It is the world’s largest trustworthy professional Network. Both recruiters and job seekers frequently use LinkedIn. Now, how can you use it to find potential candidates for a role? One of the best features of LinkedIn that one can use for candidate sourcing is InMail. It is the messaging feature on LinkedIn, using which you can send personalized messages to job aspirants. It is a facility wherein the recruiter can create a compelling message to reach the concerned person. The response rate is pretty high compared to traditional email.
Secondly, you can search for prospective candidates using keywords. If the keywords are mentioned on the profiles of the candidates when you come across them, it becomes easier to search for them. Moreover, consider working on your company profile. If you want candidates to reach out to you, ensure your company profile conveys the right message.
Put out status updates and post company information frequently to reach the candidates and make them know what is going on. Keep your profile up-to-date and post job postings to find the right candidates for the required role. Next, you can also use LinkedIn Ads. This will allow you to target a particular section of the audience using job titles, company size, industry, and other important criteria. Further, you can also promote your LinkedIn profile on other platforms. Share the link to your company profile on your website, email campaigns, and other social media platforms like Facebook and Twitter. This will give you wider visibility, and candidates will reach out to you quickly.
FACEBOOK:
Facebook might be primarily known for social networking, but it has added professional networking to its functionality basket. Its versatile user base makes Facebook a great source for candidates. You will come across every ethnicity, gender, and age group, allowing you to build a team of professionals who come from varied backgrounds. Facebook now has a Job Openings tab, which means you can post jobs from your profile and attract the right candidates. The first thing you would want to do is make a Perfect Company Page. Ensure that it is a Page that users will like and, thus, follow all the updates about your Company. Remember that your page should be actively posting Updates other than just advertising Openings in your company. It should also be a platform where users will actively involve and share their opinions. Consequently, encourage your current employees to comment and share the posts so that candidates aspiring for a job role take notice. Also, make sure that you engage with all the users who share or comment on your posts. It doesn’t matter if the response of the users is negative or positive. If you engage actively in continuous activities on the page, it shows that you’re accountable.
For successful Facebook recruiting, you can also use Facebook ads. This way, you can target the right audience. With Facebook ads, you can also specify certain demographics like age, location, etc., to find the exact candidate you are after. Therefore, Facebook enables you to reach the prospective candidate through your filters. You can also join community groups to advertise career fairs, networking events, and other such things. Such events allow you to come across potential candidates upfront. You can also use special tools, like SignalHire, to make your search easier.
Using SignalHire, you can get better information about your candidates, and the platform even lets you find someone by phone number on Facebook.
TWITTER:
Twitter may appear to be like a microblogging website for celebrities to share their insights, but it is very valuable for recruiters. Twitter only supports up to 280 characters, which means one has to say a few one-liners and get done with it.
To make your profile appealing and noticeable, use photos, videos, or gifs to draw attention. Before you start using Twitter to find candidates, make sure to create a profile that is appealing and has relevant information. Add a profile picture, your company name, and a good bio to call for great viewership.
Initially, your profile needs to be created in a way so that visitors are responsive to your profile in every manner. Next, to improve your profile further, add a few tweets and a couple of relevant posts and then start following people. Search people on Twitter using keywords and follow contacts relevant to your industry or users who might have skills for the role you are looking to fill. The more you follow people, the more chances you will have of them following you back. This way, you will be able to build a network of prospects. Twitter has over 300 million users, meaning you have many prospective candidates to build your company. To do that, you have to start posting frequently using your created profile. Share updates about your company and posts that reflect your company’s trajectory. To make your tweets more visible, the best thing you can do is to use hashtags.
Hashtags are a great way to see your posts by the right people desperately seeking jobs. Use hashtags like #job, #career, #sales, and more. This way, job seekers will be able to access your tweets quickly.
To fully use the capabilities of Twitter, you must think of it as more than a job posting platform. Use the platform to keep potential candidates interested in your company by sharing resourceful updates and stories about your company. Announce upcoming events and other important company opportunities through your Twitter account. Educate candidates about your corporate culture through the profile you manage. You can also use your Twitter profile to elaborate on company goals and its mainstream work.
In today’s world where companies work with a motto of employee satisfaction, candidates gravitate towards companies that have morals that align with theirs. To attune with candidates, let candidates know about your views and allow them to share the policies and ideals of your company.
Instagram can be thought of as a little less sought-after option by candidates looking for jobs, but you would be surprised. What makes Instagram such a powerful source is its impressive visual media-led environment. You can gain attention from candidates using a lot of visual media like photos and videos. In the same way as Twitter, you can also use relevant hashtags to draw attention from potential candidates. Moreover, share real-time stories about whatever is happening in your company. The more active you are, the more chances you will get the ideal candidate. Furthermore, Instagram is an amazing way to reach millennials from a wide demographic. With Instagram, you will be able to find young talent. However, you must remember that you cannot just keep posting the same thing on different channels. All social media platforms operate differently, which means you must create your posts and messages differently. Regarding Instagram, use more informal language (but maintain professionalism) and tools like Reels and Stories to leverage sales.
Final Thoughts: The recruitment process can be time taking. In this candidate-led market, where so many companies are looking for the perfect professionals, it can take time to find the right people, especially with limited resources.
Fortunately, social media platforms have more to offer than you know. If you keep the tips mentioned above in mind, you can transform your social profiles into a great source for finding candidates.
