Despite the opportunity to engage with and hire millions of applicants, social media recruiting is still not widely used by businesses, and those who have, frequently do so without a clear plan.
Although it requires some effort to do it correctly, using social media for recruiting can be a significant advantage. You may learn everything you need to know to get started with this post.
How broad or targeted the pool of possible candidates is depends on an employer’s talent acquisition strategy and the number and types of platforms it uses in its recruitment efforts. HR executives may quickly customize messaging for each candidate group on a variety of social media platforms. BTS has tried and tested all the methods and we are here to tell you about it!
What is Social Media Recruiting?
Social recruiting is the process by which recruiters use social media platforms to locate applicants. Other names for it include social hiring, social media hiring, and social recruitment.
Social media is widely utilized for employer branding in addition to recruitment. Employers may maximize their inbound recruitment efforts and spread the news about their employee value proposition through these channels.
Social media recruitment has been growing in popularity among talent acquisition experts as social media usage has steadily increased. This is hardly shocking given that social media was used by almost 75 percent of professionals between the ages of 18 and 34 to find their most recent position. Furthermore, about 90% of recruiters claim to have hired someone they found on LinkedIn.
Social recruitment techniques that are well-organized increase an organization’s chances of reaching passive job seekers, better showcasing its corporate culture, saving money on job advertising, better focusing on candidate personas, and generating more referrals.
Throughout the first two decades of the twenty-first century, social media recruiting began to take off alongside social media. Businesses soon realized that a large portion of people of working age spent a lot of time on social media, especially members of the millennial generation and later Generation Z when they entered the workforce. In a report titled “The major social media trends for 2022,” research firm GWI estimates that 58.4% of people worldwide use social media daily for an average of 2 hours and 27 minutes.
HR specialists in this field have also emerged as a result of the expansion of social media and social media recruiting. Because social media and enterprise recruiting initiatives work hand in hand, social media platforms increasingly provide organizations with recruitment tools and capabilities. Additionally, HR professionals can manage, improve, and assist their social media recruitment efforts using third-party tools.
So, let’s look into some of the main benefits of social recruiting:
Speak to unemployed job seekers
Those who are not actively hunting for employment but might consider a better offer are passive job seekers. These people don’t search job boards or company career websites for available positions. Employers must figure out ways to connect with both passive and active job seekers because the former are much more prevalent. The greatest method to achieve this is through social media! 80% of businesses claim that social recruitment helps them locate passive prospects, according to studies.
Hire high-quality candidates
Social media is one of the top sources of the highest-quality job candidates since it may reach both passive and active job candidates. 59% of recruiters ranked the applicants they found through social media as being of the “highest quality,” according to research. Recruiters can target extremely precise audiences with paid social media job postings and find candidates that fit their company culture. The ability to target candidates with certain knowledge, skills, experiences, and seniority levels helps recruiters weed out unnecessary applications and obtain higher-quality candidates.
Reduce time and cost per hire
Compared to recruiters who focus on other channels, those who use social media for hiring typically spend less money on finding new hires and fill positions more quickly. For instance, using social media for advertising may be far less expensive than using employment boards. It brings in more qualified applicants, greatly speeding up the hiring process. Furthermore, in comparison to job boards, job adverts, recruiting firms, and recruiting events, job seekers find social media and professional networks to be the most helpful resources for their job hunt.
Showcase your employer brand
Research indicates that 75% of applicants look up a company’s reputation before applying for a position, and 62% of job seekers have allegedly used social media to assess a company’s employer brand. This is why social media is useful for recruiting purposes as well. Also, it is the best platform for employer branding because it allows businesses to highlight their current staff, organisational culture, values, benefits, and anything else that potential applicants might be interested in learning about before deciding to apply.
Social media recruitment tactics that work
HR executives appear to concur that there is no one method for efficiently locating job candidates on social media. Yet, a number of recruiters offered the following suggestions for how to be successful in this endeavor:
- A specific objective for each social media campaign, such as swiftly filling open positions, raising knowledge of the business and workplace culture in preparation for future hiring;
- A target audience determined by the objectives specified;
- A list of the social media platforms to employ to connect with the audience;
- postings that present the information you wish to share in a way that both fits the platform’s main flow and stands out enough to get recognised;
- Clear, concise, and straightforward information, as well as simple follow-up options;
- Metrics to gauge the success of your social media use based on your goals — for instance, tracking click-through rates may be an effective metric for a campaign meant to raise awareness of your organization and the company culture, but conversions and cost per applicant may be more significant metrics for recruitment campaigns launched to bring in candidates for open positions;
- A strategy to deal with trolls and other bad responses to posts and online activity, as well as these, can assist the firm increase its profile, amplify recruitment efforts, and link potential applicants with the organization.
Conclusion
You may promote your company culture through social media recruiting, engage with your preferred applicants, and recruit from a bigger talent pool. Social media will only grow in importance to recruiters as Gen Z and Millennials make up a larger and larger portion of the workforce. BTS understands this change, our services are catered to these changing times, keeping up to date!
