7 essentials to ace your social media recruiting game.

Social media recruiting is no alien factor for the recruiting sector. Its benefits are worthwhile and investment is intangible. If you have a good headspace that can effectively communicate keeping up with the changing times, there’s no way your company will face any serious regression.

How does social media recruiting help recruiters?

It helps in building a company’s brand image, communicate the company culture, the nitty-gritty of the role of requirement, and a lot of other inherent positive publicity that leads to attracting candidates willing to work for your company specifically.

A complete 94% of skilled recruiters network and use social media to post jobs to reach a large audience. And 59% of workers state that the social media activity of an organization was part of the reason they chose their workplace.

We’ve articulated a few social media recruiting tips for you that can help you drastically improve your digital image, employee branding, and the focus which is recruiting quality talent.

Tips for social media recruiting,

1. LinkedIn page optimization is of utmost importance.

LinkedIn uses the text you write when you create your account to help people find you, and Google uses text from LinkedIn pages to decide where they’ll show in search results.

  • Write a brief Google reveals just the first 154 characters as your company page shows up in search, so concentrate on what you want your message to be while writing a brief about your company.

  • Your description is the searchable text for Google, so you're going to want to use keywords that users can use to find your business while looking, and you would need to align it with the needs of social media marketing-not just recruitment.

  • Never forget the company specialties section.

2. Get your company staff to brag unapologetically about your company culture.

Who better to talk about how it is like working for your company than those working for it! Get your employees together and ask them to be comfortable posting and tagging your company whenever they want to. Your employers are the most trusted indirect mediators that carry the image of your company.

Ask your team about what they think people would like to know about their company, somebody might even mention a realistic curious engagement with a colleague. It’ll help you penetrate directly into the mind of the job seekers.

3. Analyse your social media presence and the reason behind it.

There are many apps out there that can help you track your social media profile for ways to communicate with staff and future employees, to post related content, and to search for issues.

We think Hootsuite is one of the simplest to use. Here's the way to get started.

  • Sign up for Hootsuite and add your social media

  • Develop simple streams to track–In Hootsuite, press "AddStream." You'll see a list of instant choices for each account.

  • Build personalized streams in Hootsuite–select "AddStream" and then "Search." Create searches for all your branded hashtags, including your brand name, business influencers, and subjects that would be of interest to your audience.

4. Videos. Make the most of them!

Employer branding videos are the key towards directly imbibing the company/brand in the audience’s head and it has been a very effective strategy since the beginning of it. While it seems like a hassle and something that might require a professional team of its own, that, well, that is not the case here.

You can actually use your phone cameras and the free editing applications available online to make them. Your audience at the most expects authenticity. Unless grandeur and class is your goal, raw footage portraying happy employees on a workday can also do wonders!

Videos are a very favorable medium to expand the reach of your account and have the maximum attention span compared to other post types. They are a must in your grid.

5. Instagram.

Instagram has the highest user engagement that any social media platform available on the internet at the moment. With about 10X more than Facebook and 100X more than Twitter, it has an invaluable user presence that would be stupid to ignore.

67 percent of its users of Instagram are under 29. And we all know the value of productive passionate youngsters until their late 20s.

6. Learn about your Facebook audience to improve.

To discover what content is gaining attention on your Facebook profile, you can use Facebook's own built-in insight software. If you've just developed a Facebook page for employer branding, this will give you unique details for those interested in jobs, rather than the general followers of your company.

7. Use social recruiting software.

Social media recruiting software can save a ton of effort for you by connecting you directly to the audience of your purpose. Options for the same are websites and applications. While there are websites, we’d suggest applications as they make the job way easier.

Applications grossing in the market at the moment are:

  • Hirect

  • Internshala

  • Glassdoor

  • Naukri etc.

Among these Hirect is somewhat a replica of a social media account as a recruiting application. It directly connects the recruiter and the candidate on the application itself. More like WhatsApp wherein both can interact via text messages.

Social media recruiting statistics 2020 is more the reason for recruiting online:

  • 79% of job applicants use social media in their job search. (Glassdoor)

  • 1 in 10, find their job through social media. (Clutch)

  • 70% of hiring managers say they’ve successfully hired with social media. (Betterteam)

  • 73% of millennials found their last position through a social media site. (Aberdeen Group)

  • Employers believe that social media marketing will be the most in-demand HR skill by 2020. (CareerArc)

  • 71% of recruiters said social media recruiting was effective in decreasing time-to-fill for non-management, salaried positions. (SHRM)

  • 68% of employees believe their experience as job candidates reflects how the company treats its people. (CareerBuilder)