How to use social media for recruitment
Using social media for recruitment, in-house or as a recruitment agency, is as commonplace as having an accountant to support your finance function.
As a recruiter in my previous life and someone that now recruits for our own business. I have seen the evolution of social media for recruitment purposes. From a recruiter that used it, to now consulting businesses on how to incorporate social media as part of their recruiting function, I have experienced all sides of this multi-faced coin.
So with over a decades worth of recruitment experience and with my Typeface Group hat on, here are the top tips on how you can utilise social media for recruitment…
Start on linkedin
[bctt tweet=”Over 75 % of people who recently changed jobs used LinkedIn to inform their career decision.” username=”typefacegroup”]
While I spend most of my time these days on Twitter, it is clear that my favoured platform does not have as much ‘recruitment’ functionality as LinkedIn. From the detail you can add to your profile, through to their search functions, LinkedIn is really the place to be if you want to be taken seriously as a recruiter.
With that in mind, whether you have a LinkedIn profile or not, our guide to LinkedIn will help make sure that your profile is completed in a way that attracts your target audience and shows you in the best light possible.
Top channels people use to look for new jobs
Online job boards 60%
Social professional networks 56%
Word of Mouth 50%
BUILDING A NETWORK WITHOUT LEAVING YOUR DESK
Never has been building a solid network been so easy. By that I mean, you don’t even have to leave your desk. You don’t even have to leave your home! As long as you have a social media profile, a device and WiFi you can spend time building relationships online. While I say it is easy…by that I mean accessible. Building solid relationships, especially in the social media world, does take time and graft, but never before have you had direct access to your audience.
But how do you get them to connect and engage with you? Here are my top 3 tips:
- Ensure your profile is as complete and professional as possible with an easy way for people to get in touch.
- Share and write content that is valuable to the people you are looking to connect and engage with – don’t show off about how much money you are making, that is crass. Show how you care about your company/employees/candidates/clients and what a wonderful environment you work in.
- Don’t send unsolicited private messages or InMails. Just because someone has followed or connected with you, it doesn’t mean they are open for an immediate onslaught of messages. Talk and engage with them publicly to build them into a warmer prospect AND please read their profiles properly!
REFERRING MADE SIMPLE
Once you are in the swing of things and you have built up a network, ask them for help. Rather than using your feed as a glorified jobs board (please don’t do that), ask your wonderful connections if they know the perfect person for this amazing role with a forward-thinking company.
[bctt tweet=”The number one way people discover a new job is through referral” username=”typefacegroup”]
Another way to encourage referrals is to ask for recommendations. If you are on LinkedIn recommendations help boost your profile, and so if you have 10’s or 100’s of these from happy candidates and clients automatically the trust levels in your service/company goes up.
Finally, by connecting with people that may not be the right fit for you right now, but may have the connections you want to get closer to is no bad thing. It may be someone that is senior to the roles that you recruit for, but think about who will be connected to them? Possibly people that want to jump into their shoes next, but can’t because they are happy in the role.
Thinking outside the box here can help you build a candidate base by using your connections to refer people to you. Your job will be to convert them once they have been recommended to you.
MORE OF AN EMOTIONAL CONNECTION
People want to be made to feel special. And social media for recruitment agencies and in-house recruiters can do just that. LinkedIn and Twitter show you whose birthday it is, and on LinkedIn you also get the bonus of work anniversaries and promotional news. If you set up a ‘professional’ Facebook profile you will also get this type of information as well as any other significant life event that people want to share with the world.
Use this to your advantage. While it is great to get a comment on your birthday post, actually sending something in the post to that recent hire/candidate/client contact, who then may share on social media, is more powerful. I recommend you do both. Show that you care, because you never know when they may need you next – and in what capacity.
Emotional connections last longer and produce better results.
NOWHERE TO HIDE!
With all the perks that come with social media for recruitment purposes…you also need to recognise there is nowhere to hide. So be on your A game always. Get back to people, even if they aren’t the right fit or haven’t been successful and give them useful feedback. The last thing you want is your name or company dragged through the mud on social media. That stuff sticks and takes a lot longer to clean up then simply calling or contacting someone to say there is no news yet.
[bctt tweet=”94% of talent wants to receive interview feedback only 41% do. Talent is 4 x more likely to consider your company for a future opportunity when you offer them constructive feedback.” username=”typefacegroup”]
So these are a few ways to utilise social media for recruitment purposes. There is so much more, but these basics will stand you in good stead.
Want to find out more?
The team at The Typeface Group can guide you through the social media basics across a number of industries.
Contact us to find out more.
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