Social recruitment basically involves sourcing candidates for jobs with the help of social media networks, like Facebook, LinkedIn, Instagram, etc.
An important advantage of social recruiting is that recruiters get access to a huge pool of potential candidates, and that too for free.
Social recruitment increases the reach of a job posting by spreading it and relying on the power of social networks.
Social recruiting is the next big thing in HR.
It is a new and trending method of recruitment.
Recruiters are looking for a better candidate pool outside of job portals. Candidates who are not just there to get hold of a new job, but the ones who are naturally interacting personally and professionally in their networks.
Social media platforms like Facebook, LinkedIn and Twitter are the primary data source for finding a diverse and wide candidate pool with all the information needed.
Recruiters need to catch up with this trend very fast to find candidates with the best-suited skills.
Let’s have a look at how recruiters are using popular social media networks for posting jobs.
1. Recruiting with LinkedIn is the new norm.
LinkedIn is the first choice of recruiters to recruit using social media, since it is a professional platform that provides the full professional background of the candidates. Recruiters can use “LinkedIn Recruiter” which is a paid product of LinkedIn. It helps recruiters to efficiently monitor job application activity. You can also share your vacancies within LinkedIn groups. There are many professional groups for Engineers, Finance professionals, HR workers, etc. on LinkedIn.
Recruiting with LinkedIn is a more professional approach. LinkedIn is easy to use and to search for people. These skills are deeply rooted in a recruiter's job, so recruiters should continue to explore recruitment with LinkedIn.
2. Recruiting with Facebook
Recruiters can use their facebook page to post current openings in their company. After receiving the profiles of candidates, one can shortlist the profiles based on the best fit.
They can also post advertisements on Facebook related to the job openings. The ads can be targeted very specifically for relevant candidates who can fit for the position.
3. Recruiting with Instagram
Companies looking for talented new hires should create and maintain a strong social brand on Instagram.
Brand awareness on Instagram is created by telling great stories about your company, showcasing what it’s like to work for them and what makes it special. Further, create stories focusing on desires of your potential candidates. It is called Employment Branding.
Instagram is very useful when recruiting for creative and marketing roles, since these candidates tend to be very tuned-in to social media. If your company is seeking young professionals who are social-media savvy, Instagram could help you find your next crop of new hires.
4. Recruiting with Twitter
Recruitment using Twitter is a bit tricky. It gives you just 280 characters’ limit to put your message across. So, your tweets about job postings should be very brief. For example: “Looking for a software developer in London, competitive salary, apply at (shortened url)”.
Recruiters should use hashtags (#) very carefully in their job postings. Twitter uses hashtags to highlight specific words. So, hashtags are the primary source on twitter to get your keywords highlighted.
A few examples of hash tags used in job postings:
#employment, #recruiting, #hiring, #career, #staffing, #salesjob, etc.
Some of the benefits of social recruitment are;
1. With social media, you can precisely target your job postings.
Another benefit of social recruiting is that you can create extremely targeted ads on various social media networks. For example, on LinkedIn and Facebook, recruiters can target specified audiences based on designation, company, age, gender and even location. The ad will appear only to the targeted users fitting the specification.
You can also share your vacancies within LinkedIn / Facebook groups. There are many professional groups for Engineers, Finance professionals, HR workers, etc. on LinkedIn and Facebook.
You can also Twitter hashtags to promote your job posting.
2. It helps you get to know a candidate’s personality traits.
It also allows a recruiter to get to know a candidate before sending him/her an interview invitation. They can gauge what an individual is like and get a better idea of their character traits before the interview.
For instance, while browsing through a candidate’s profile, a recruiter sees that the person is showing off his alcohol abuse on Facebook. It is definitely a matter of concern which cannot be overlooked.
3. You can reach the passive candidates (those who’re not actively looking for a new job).
Advertising job postings purely on job portals limits your reach to those who are searching for new roles.
When you advertise on social media, you get the opportunity to tap into that sought-after pool of potential candidates who aren’t actively seeking a new role but would be open to change if the right opportunity comes along.
4. A great way to showcase your company culture
Normally, companies show their organisational values and culture on their company website and careers page. However, you should also do this on your Twitter feed and LinkedIn company page. Share photos of your team, update followers with news and communicate latest vacancies.
It will reach people who are already following your company. Isn’t it better to hire people who are already your fans?
5. It’s free…
It costs nothing to share job postings on your LinkedIn, Twitter or Facebook company page.
Why not take advantage of your social media accounts?
Just remember to track your success using various platforms.
There are also paid features on social media to advertise your job postings. Facebook ads, LinkedIn job posts, job slots as well as a recruiter licence are paid.
6. You can screen your candidates
Many employers use social media to screen candidates. You can not only review a candidate’s skills, previous experience and personal qualities, but also check for alignment with your company values. This is often termed as 'social media check'.
7. Better job visibility on social media
There are over 2.13 billion monthly active Facebook users worldwide as of Q4 2017, Twitter hosts job search chats, Total number of LinkedIn users is 500 million.
So, what does it mean?
Yes, your potential candidates are social! Why not put your job postings where the candidates are?
Jobs posted on social media are more visible than any other medium.
8. Improves employer brand awareness
Social recruiting not only increases the visibility of employer brand, but also strengthens it.
Candidates want to work for employers which they can trust. A company with a strong brand and social presence is more trustworthy.
Remember to play the role of your company’s brand ambassador on social media. Show that you’re the company that any candidate will want to work with, to attract best talent in the industry.
Social hiring is an important tool in modern recruitment.