TABLE OF CONTENTS
Recruitment in social media is no longer a novelty and has become a significant trend that strongly affects HR departments’ work.
Benefits of using social media in recruitment
Quick overview of the candidate's professional profile
Social profiles (especially LinkedIn) contain the essential information about the candidate's experience, professional history, and proven skills. Thanks to this, it is possible to quickly assess the person's suitability for the recruitment process without asking him to send application documents at such an early stage.
Simplified access to talent
Recruiting in social media broadens the possibilities of reaching the right candidates. With just a few clicks, you can find promising talents who can be contacted via messenger or available leads.
Recruiting on social media is a perfect solution if you have a small budget. As long as you don't use sponsored posts (and you can use them effectively without spending a lot of money), you can work on social media for free. Activities that manage to engage employees and friends have the most significant potential - promoting their published ads is a great way to significantly expand the audience.
Effective recruitment in social media: a recipe for success
1. Thoughtful selection of channels
Your company does not need to have a company profile on every social networking site. What's more, such an idea could be a recipe for disaster because too many accounts to handle means a rapid drop in content quality. And it is the published content that matters most. That is why it is often enough to have well-kept profiles on LinkedIn and Facebook and make sure that there is no lack of details about the company, information from office life, and employee statements. Alternatively, consider a different social media medium where your target audience is an additional way to reach them.
2. Current content
Quality always counts, especially in the context of communication directed to current and future employees. Therefore, company profiles need to be thought out and frequently updated. Two-week breaks in the appearance of posts are proof for the recipients that communication in social media is not particularly important to us. A good lead may be to develop thematic cycles appearing on specific days of the week, which will allow you to plan the published content and get your audience used to specific thematic segments. Of course, we also cannot forget to monitor what content is the most popular.
3. Employee profiles are an essential addition
Potential candidates will visit your company's website or its social media accounts and check employee profiles, e.g., on LinkedIn. Therefore, it is worth that at least people related to recruitment, keep them up-to-date and the so-called "Personal branding,” i.e., building the image of an expert in your specialization, which will also positively translate into the company's image.
4. Well-profiled Facebook campaigns
In addition to free activities, posts on the company's fan page, you can decide on activities that require a particular investment, a campaign on Facebook. An attractive post with well-designed graphics, essential information about the offer, and contact details is a way to obtain additional applications or encourage a wider group of people to visit our career page. Thanks to the option of profiling the message, we can reach people with, for example, interests that meet the requirements of a job offer.
5. Hashtags on Twitter
When it comes to Twitter, hashtag memory is essential. Using them, we make our tweets more comfortable to find and, therefore, much more advertised. When recruiting on social media, it is worth organizing a brainstorming session in advance and developing several hashtags used in tweets. It is also worth monitoring hashtags currently popular thematically related to our activities and including them in communication.
6. Individualized approach
When using the Internet for corporate communication, it is worth paying attention to who and for what purpose individual portals are used. If we use Facebook and Instagram, we must remember that social media are more entertaining, focused on a different type of content than, for example, LinkedIn. The same applies to their users, so you should think carefully about how to appear in them with your presence. In each case, the most important thing is an individual, unique approach and the use of various forms of communication - text, images, and video.
In the case of recruitment in social media, it is worth establishing close cooperation with the company's marketing department, which has experience working with social media and knowledge of many tools that may be useful. He will also ensure the consistency of messages so that, for example, the style of published job advertisements does not stand in opposition to the image of the employer, company brand, etc., being built.