You don’t need us to tell you that recruiting through social media is where it’s at right now. With the average person spending almost two hours a day on their platform of choice, it’s little wonder that social media has become a goldmine for recruitment in the last few years. But it’s not just all about sharing the odd meme and inspiring quote. If you want to get the most out of using this medium in your recruitment efforts, then you’ll need your social media game on point and modernize your recruitment approach . And luckily for you, we have a few tips that will help you do just that.
Get on the right channels
It sounds like a real common sense thing to say, but it’s surprising how many companies limit themselves to one social media channel. Not every candidate will be on your social media platform of choice but if you stay up-to-date on the big three of Facebook, LinkedIn, and Twitter, you should have most of your target audience covered.
It’s essential though that you keep your brand voice and message consistent across all three platforms. A fun and quirky Twitter account does not go well with a formal and business-like Facebook page.
Use your social media profiles
Another problem that happens with many companies is that they set up their account or page and then leave it to become a veritable ghost town with one post from 2012 the only thing greeting visitors.
An idle social media profile is a massive turn off for a candidate as it implies that the company is badly managed. Stay on the ball and post or tweet something on a regular basis. And no, once a year is not what we mean by regular.
Know your hashtags
This one is only really for Twitter. If you’re not using the right hashtags, you might as well be talking to thin air. Only your most avid of followers will see your posts on Twitter unless you use the right hashtags and we say the ‘right’ hashtags because it’s so easy to get this wrong.
You can create one hashtag that is brand specific, and that doesn’t exist yet. Make 100% sure that it doesn’t exist somewhere on Twitter or you may end up embarrassed when your job posting attracts the wrong kind of attention.
You should also use hashtags that are specific to recruitment and the industry you are hiring for. You can even use one for the actual role too but take care not to use too many, or your tweet may end up looking a tad desperate. No business uses 20+ hashtags in their social media posts anymore.
Customize your images
Now this one might sound like a lot of work, but it really isn’t. Use an app like Adobe’s Spark to add branding to your images. This might be a subtle overlay that hints at your brand colours or it might be your brand name itself. Whatever you decide upon, stay consistent and keep it up.
Now the reason you do this is that posts with images are more likely to be shared and those with recognisable branding or messaging even more so. Remember, the aim of the game is to get your content in front of as many eyes as possible.
Schedule your posts
What busy recruiter has the time to manage the company Facebook profile, the Twitter account, and the LinkedIn page? But all are equally important in your social recruitment efforts. So rather than leaving the responsibility to the office intern, you can schedule your posts in an app like Buffer.
The great thing about this is that often the best time for engagement on social media posts is when the office is closed, and your potential candidates are at home checking up on jobs listings. Schedule your posts at regular intervals and in line with the best times for engagement on each platform. You will need to fill up your schedule first though and keep on top of it. You don’t want to let that well run dry.
Own your mistakes
Even the biggest brands with colossal social media budgets can make a mistake or two, but it’s how you react to it that matters. You will undoubtedly tweet or post a grammatically incorrect sentence or a wrong image at some point so make preparations for how you deal with it.
Own up to the mistake immediately and apologize with no excuses. When a brand blames the intern for adding the use of a company Ferrari to a job post, it just makes them look worse. And this is especially true if some of your audience are offended (maybe they prefer Lamborghinis?)
If the mistake is inoffensive, then this is a golden opportunity for the brand to have fun and let any potential future employees know that this is a company that doesn’t take itself too seriously.
Encourage employees to share your culture
We’ve said it many times before, but we’ll say it again for those at the back; your employees are your best brand ambassadors. They live and breathe your work culture so who better to promote it.
Encourage them to be vocal about their achievements, both personal and professional, on social media and when they do, give credit where it’s due. The positivity of your employees can make a much greater impression on your potential candidates than anything the company can say themselves.
Create a careers only Facebook page or Twitter account
Now, this isn’t something that every company will want to do, but if your Facebook page or Twitter account is where you normally engage with your customers, then it might be a good idea to have a dedicated careers page or account. While you will continue to share posts on company culture and positions available on your main page, the careers page can be a little more focused as its sole aim is to attract talent.
As we said, this may not suit all companies, but if you are a business that shares a lot of customer-centric content, then this could be ideal for helping your potential hires find the info they need.
According to Social Media Marketing, video will make up 80% of all internet traffic by 2019. In their research they also found that 87% of marketers use video in their marketing strategies and you know how we feel about the link between recruitment and marketing, right?
So it stands to reason that you should use video in your social recruitment. Whether it’s a video promoting your work culture or even a short job post advertising a role, potential candidates love video and are much more likely to react to it than simple blocks of text. And the truth is that a simple camera, a quiet room, and the right lighting are all it takes to create a clear and memorable video that your candidates should react positively too.
So how is your social media game? Are you following any of these tips already or do you need to rethink your overall strategy? While we can’t help you with social media, we can give you more time to master your skills.
With vsource on board, you and your team can spend a little more time engaging with candidates through social media while we handle your candidate pipeline. Want to know a little more about how we can help you build that pipeline? Then request a demo today, and we’ll get right back to you.