Social Recruitment: Tips for LinkedIn, Facebook, and Twitter
Social recruitment is not limited to using social media platforms as a recruitment campaign. But if done right, social media platforms can have a massive impact on your recruitment strategy.
Three popular sites can be effectively used for recruitment when it comes to social media. They are LinkedIn, Facebook, and Twitter. These social media sites can be used to find more suitable candidates, as well as help you find passive candidates.
The following are tips you can use for LinkedIn, Facebook, and Twitter. Each platform should be handled differently and playing to their advantage can offer a positive result.
Social Recruitment Tips for LinkedIn
LinkedIn is a social media platform built to connect recruiters and candidates. Candidates can make a portfolio to showcase their skills and maintain a professional account, making it easier for the recruiter to find and pitch job offers.
On the other hand, recruiters can filter through various applicants based on their skills and endorsements to find the right fit for their jobs. In a platform built with the sole intention of working with professionals, many features can help make the recruiters’ lives easier.
- The first and most crucial part of recruiting with LinkedIn is to make your company page stand out. Potential candidates and users who like how your company page is portrayed on LinkedIn may instantly become one of your followers. This is very important to make an impact in the future.
- It is mandatory to keep all the sections of your company page updated. Your followers would like to stay up to date with all that is going on with your company. It is also essential to keep the profiles of the recruiters updated. Candidates will check the profile of the people associated with the company.
- LinkedIn is all about the connections you make with people online. It could be someone from your industry, a candidate who did not make it to the end of the recruitment process, a former employee of your organisation, or a passive candidate. Maintain these connections and engage everyone with your posts and messages whenever applicable.
- In LinkedIn, there is a feature for you to create a job that appears on your company’s page and shows up when a candidate searches for a specific keyword. Ensure that all the relevant keywords are present in your job post and concise so that the candidate can easily read and understand the job roles and responsibilities.
- One of the best ways to gain more visibility for your company’s page is to join groups relevant to your niche and be active in that group. Contribute something about your industry and address any general issues in the group. When more people react positively to your posts, invite them to follow your page.
Social Recruitment Tips for Facebook
Facebook, unlike LinkedIn, is more of a casual social media site that is more focused on finding friends from your childhood and interacting with them.
Candidates in LinkedIn will actively be in search of a job. This is also true in the case of Facebook but in smaller numbers. It is also notable that people who are not actively looking for a job will not be active on LinkedIn. One of the best places to source passive candidates is Facebook.
- Start your social recruiting on Facebook by setting up a business page for your company. This page can be used to showcase your company culture and post about your jobs, as well as any other HR-related content. People who like the posts may start to follow your page.
- Like LinkedIn, you can also become a part of an active group in your industry. These groups can be used to help you push your brand to the people who are interested in your industry and can also help you scout more candidates for your job opening.
- One of the most important Facebook features for social recruitment is the targeted ads. You can choose to customise various factors that influence the audience of the ads. It can be tweaked to be displayed only to your targeted demographic.
- Facebook can be used to search for candidates with specific criteria. It is a helpful feature for recruiting passive candidates. The Facebook graph search feature allows the recruiter to search for user profiles along with a particular filter, such as People who work at [Organisation Name], in this [Job Role], who attended [University Name], in this [Job Role] who lives near [Location], and so on.
- Creating a business page can only be helpful if people are looking for it. To make sure that you get a more comprehensive range of audience. It is wise to boost your Facebook posts. Boosting a post will help you reach more people by pushing the post a little. Make sure that the post is set to public.
Social Recruitment Tips for Twitter
Compared to the previous social media platforms, Twitter seems to be more restricted regarding the word count and using it for recruiting. But if done right, the negatives can play out well in favour of your recruitment strategy.
- It is common for a company to have multiple handles for their different needs on Twitter. Have a separate handle for your company for its usual tweets and a career handle for your job postings related to tweets.
- Engage with your audience and build a community for it. Follow handles that you feel are relevant to your company and your niche. Reply to tweets that have you tagged in them. Also, retweet when possible. This way, you can show that you are active on your Twitter handles.
- Hashtags are the backbone of Twitter. Whenever you tweet something or reply to a tweet, use hashtags relevant to your tweets. The same is applicable in the case of the job posting. Add relevant hashtags to your tweet about the skills, job title, or just #recruitment to boost your tweets. Make sure that the tweet is not only a bunch of hashtags because that would be off-putting.
- Since the character count for a tweet is just 140, it is better to use good graphics in your image to make the post a bit more pleasing to the eyes. People looking at your post will be attracted to a good image and notice your tweets.
- You can also boost your jobs on Twitter by running a paid ad campaign. It can be helpful if you are looking to get more reach and find more potential candidates for your job postings. You could also boost your tweets to create your brand awareness and get your name out there.
For social recruitment, certain practices need to be followed to increase your audience engagement and make it easier to implement your social recruitment strategies. Social media handles must not only post about jobs opportunities, but they should also be used to showcase your company culture, have testimonials from your employees, consistent updates regarding your company, and the happenings with your work. Make sure that social handles are more than just another job board. They can be used to do so much more than simple job postings and the promoting of your brand to the general audience.
Award-winning recruitment software that will find, attract, hire and analyse the way you want to work. At LogicMelon, we have experienced software recruitment marketing specialists to help you build effective recruitment solutions supported by the best customer service you’ll find anywhere!
Conflict management techniques are the practice of being able to handle conflicts between individuals by analysing facts and resolving them.
Employee assessment aligns the objectives of employers with employees by reviewing the past and celebrating accomplishments and the future.
Digital recruiting refers to the use of technology to attract, find, select, assess, evaluate, and hire individuals for open positions.