From a marketing perspective, it seems that employers needing to fill open positions are having a hard time reaching their target audience. If you think of recruiting top talent in the same way you think about attracting your ideal customer, this will all start to make sense.
There are tried and true marketing tactics that every hiring manager should be leveraging to find the kind of worker they want to hire. But the problem is that the folks who are usually tasked with recruiting candidates to fill open positions are not in the marketing department. But maybe they should be!
One of the top ways that businesses make meaningful connections with ideal customers is through social media. So it stands to reason that the same social media strategies marketers use to attract leads and build the brand could also be effective in recruiting potential job applicants.
We’ve covered digital marketing recruitment at a high level, so in this post, we are focusing specifically on how social media plays a part in finding the right people to fill your open positions.
Are you looking to fill a vacancy within your company but struggling to find the right candidate? If so, you may want to consider using social media as part of your recruitment strategy.
Small business owners and HR recruiters are always looking for new and innovative ways to find quality employees. One method that is often overlooked is social media. By leveraging platforms like LinkedIn and Facebook, you can target potential candidates who are a good fit for your business.
Here are 3 ways social media makes employee recruitment more effective.
First, social media allows you to target a large pool of candidates. Rather than posting a job through a listing service and waiting on candidates to see your posting and send in their resumes, you can use targeted advertising on Facebook and LinkedIn to get your open positions in front of exactly the right people.
Another advantage of using targeted social media advertising for job postings is your help wanted ad will likely cross the screen of someone who isn’t necessarily looking for a new job but may be interested in your open position. This may be the most beneficial advantage because you’re reaching top talent that you wouldn’t have connected with otherwise.
Finally, social media advertising does come at a cost but it won’t break the bank. This is an extremely affordable way to advertise open jobs within your company. You may be surprised that the return on investment supersedes your expectations when you land the perfect fit for your open position. Speaking of fit…
Organizational culture is incredibly important in today’s workforce. And every good manager knows that it is mission-critical to have the right person on the bus. Social media allows you to showcase your corporate culture and learn about potential candidates to assess whether or not they would be a good fit.
If you’re relying solely on recruitment software, job boards, and other such technology, you won’t get a full picture of your applicant’s personality and style. Someone may look great on paper, but once they’re thrown into the daily grind of getting the job done, you quickly discover whether or not this was a good hire.
Just keep in mind that using social media to scope out opportunities works both ways. You may discover a wonderful potential candidate through Facebook or LinkedIn, but they may not want to reciprocate if your company’s social media presence is lackluster or inconsistent. Yes, you can use social media to investigate applicants, just know that they are investigating you, too.
Social media advertising can help you qualify potential candidates before they apply. There’s nothing worse than sifting through a sea of resumes that don’t meet your standards but relying on recruitment software to cull candidates will likely result in missed opportunities.
On the other hand, a social media advertising campaign coupled with a well-appointed landing page can do a lot more to qualify candidates than artificial intelligence. For example, Facebook ads linked to landing pages on your website can provide a plethora of information regarding the job, your brand, the company culture, and the kind of person who would be a great fit for the position.
The more content you include on your landing page, the more qualified your applicants will be. You can include everything from video testimonials from current employees to video walk-throughs of your headquarters or facilities. Depending on your line of work, you may even include videos, photos, and other stories about the customers you serve and the social impact your company is making in the community.
Much like regular marketing, recruitment marketing can provide all the information a person needs to discern whether or not this is the right job for them before they even send a resume. This is extremely effective and ends up saving everyone time in the long run.
Overall, social media is a great tool for both employers and candidates. It allows employers to easily find qualified candidates, and it allows candidates to research potential employers and learn more about their culture and values.
Job seekers use social media to research companies and find job postings, making it an essential channel for reaching potential employees. Additionally, social media can help you build a strong employer brand that attracts the best and brightest employees.
If you’re interested in learning more about how we can help you recruit a larger volume of more qualified job candidates through social media, schedule a meeting with our team today!