Social Recruiting Explained For Hiring Teams

Are you hiring from the platforms where your talent hangs out?

Social Recruiting Explained For Hiring Teams

Worldwide, there are approximately 4 billion social media users. Almost 80% of these users visit social media sites to search for job opportunities. If your company is not implementing social recruitment strategies to hire top talent, you are missing out!

Learn more as we explore social recruiting, its pros and cons, the best social channels to use, and tips for hiring teams.

What Is Social Recruiting?

Many companies use social recruiting, together with traditional and other innovative recruiting methods, as part of their hiring strategy. Going this route, a company can advertise job openings, recruit great talent, and connect with future employees through their social channels.

Benefits Of Social Recruitment

Social recruitment opens additional doors of possibilities to hiring managers. The benefits of hiring this way include:

  • Stand out against your competitors
  • Increase your reach with job postings
  • Employees can share your job ads
  • Better company and brand reach
  • Help your company get more referrals
  • Reach passive candidates and tap into new spheres of talent
  • Target specific and desired job candidates
  • Helps you save money and time

Potential Drawbacks Of Social Recruitment

Hire Through Social Channels

While the pros generally outweigh the cons, there can be drawbacks to social media recruiting.

  • Hiring managers can become biased towards job applicants. These biases can present themselves by favouring candidates with a good social media presence and preferring certain demographics.

  • Some job hunters feel uncomfortable with companies checking out their social media accounts as they consider these their “personal” bubbles.

  • The candidate’s information on social media may be inaccurate, out of date, or unrelated to the position.

All of these cons can be negated. Take care how you use social media, rule out any biases, and don’t rely exclusively on social profiles to make decisions or assumptions about potential talent.

Five Best Channels To Use For Social Hiring

The five best social media platforms to use for social recruiting are:

1. LinkedIn

With 740 million users, LinkedIn is ideal for reaching passive job candidates. Most working professionals use this social media platform for self-development, to connect with other professionals in their industry, and to look for new career opportunities.

2. Facebook

With a wide range of demographics, Facebook can also be used to find passive job seekers. You can target your job ads at your target audience too.

To stand out on this social channel, you need to get creative.

LinkedIn For Recruiters

3. Instagram

The first two platforms are more popular when recruiting, but Instagram can help set you apart as you’ll have less competition.

To advertise your job opening, use lots of visual cues instead of written information. Note that most Instagram users are younger than those found on LinkedIn and Facebook.

4. Twitter

As the most cost-effective social media hiring platform option, Twitter requires you to know how your potential candidates think.

Read posts from these candidates to help you, and post often as tweets have a short shelf-life.

5. YouTube

The power of video is real. The following statistic is not a typo: Social videos produce 1,200% more shares than either image and text content.

With more than two million users, job advert videos can showcase your company culture and other job information. You can also reach a wider audience.

Social Media Recruiting Tips for HR Managers

You now know more about social recruitment, here are some tips to optimize your strategy:

Hiring On Social Channels
  1. Set your goals: To be successful, clearly set your goals. Don’t post to all platforms; this will only waste your time. Find out where your ideal employees hang out and create a recruitment strategy around this.
  2. Engage and network: If potential talent comments on your social media posts and expresses an interest in joining your company, reach out directly to them.
  3. Highlight your company culture: Use your social media channels to broadcast your company’s culture and core values to your target audience.
  4. Get your employees involved: As mentioned in the pros section, employees can share your job posts and make direct referrals of potentially ideal candidates.
  5. Consistency counts: Engage consistently with your social media audience. Attract ideal candidates by creating a brand and company culture that active and passive job seekers will want to join!
  6. Monitor and update your strategy: See what works and what doesn’t and make the needed changes.
  7. Make the application process easy: An easy application process is vital; job seekers don't want to waste time applying or apply to find out halfway that some steps are not mobile-friendly.
  8. Leverage social media platforms: Learn more about the social platforms you want to build a presence on and post job adverts to leverage their benefits.

Final Thoughts

Traditional recruitment strategies to acquire new talent or fill open job positions are not the only way to go. Social recruiting is an effective strategy your company needs to consider to meet talent where they hang out, tap into passive candidates, and establish a brand presence online.

Learn more about &Team and how our platform can boost your recruitment efforts on social media platforms by getting in touch today.