Think social media is only for posting selfies and staying in touch with family and friends? Think again. According to Glassdoor, 79% of job seekers are leveraging their social networks to locate better employment opportunities. And with 65% of all adult internet users active on social media, it’s become an incredible resource for recruiters to tap into. If you’re not yet leveraging this powerful tool to locate and attract more qualified candidates to your open positions, here are six ways you can start doing so today.
Build a strong brand image. Another study by Glassdoor indicates that most job seekers read at least six reviews before forming an opinion of a company. In other words, your candidates are looking at your company (or the company you’re recruiting for) just as much as you’re looking at them. Use your social platforms to communicate your values and culture. This will help to attract more qualified leads that are the best fit.
Know your audience and be more targeted. Casting a wide net might seem easier, but it probably won’t get you the results you’re after, which means more work for you in the long run. Instead, use social media strategically to identify who your ideal candidates are and then create targeted ads and messages that are designed just for them.
Continuously connect and build relationships. The more people you connect with socially, the greater your network of potential candidates will be. Even if those you’re connecting with aren’t necessarily qualified or a good fit for the positions you’re trying to fill at the moment, someone they know very well could be, so always keep the doors of communication open.
Ask for help. Your existing social network can be an effective tool for reaching more qualified candidates, so make sure you’re using it to its fullest potential. When you’ve got an open position to fill or an opportunity to share, don’t just post it to your own pages. Asking your fans, followers and connections to do the same can significantly increase your reach and improve the chances of attracting that ideal candidate.
Be consistent, engaging and valuable. You’re not going to get the results you’re looking for if you only use social media to solely post job openings. Instead, focus on developing and strengthening relationships with your network of connections by posting regularly, engaging in two-way communication and sharing content that is valuable to your target audience.
Implement a social referral program. Don’t forget the value of internal employees to the social recruiting process. After all, these are the people who already know and love the company, which means they’ll be much better able to communicate what a great place it is to work. Likewise, candidates who receive a personal invite to apply from someone they know and trust are more likely to respond. And, of course, it’s always better to pay employees a referral bonus than external suppliers, so everyone wins.
A recent study by SHRM revealed that 84% of organizations are using social media as a recruiting tool, which means if you’re not, then you’re missing out. By leveraging this powerful resource, you can more effectively reach a greater pool of qualified candidates and dramatically improve your success rate.