RECRUITMENT USING SOCIAL MEDIA

Social media recruitment is a method of attracting prospects via social media platforms as talent databases and advertising open positions and openings.

Using social media to recruit may entail posting job openings through HR vendors or crowdsourcing, in which job seekers can submit potential openings through their own online social networks.

It is a method of identifying, recruiting, engaging, and hiring active and passive applicants through the use of social media. A recruiter can look at potential applicants’ social media accounts to get a sense of who they are and what they want.

7 Tips for Recruiting through Social Media

1. Get buy-in from all the stakeholders

• Many people may think social media recruitment is like a fad, so everyone can hardly find something similar.
• Traditional managers and consultants continue to use references. This is what you believe has worked and worked in the past. They need to be persuaded to change their gear.
• The main aspect of adopting a social media recruitment strategy is that all stakeholders, including decision-makers and department leaders, should be supported.
• You need to learn how to eliminate traditional disadvantages and social recruitment benefits (like high costs and extended timelines)

2.Find multiple channels

• When we talk about social recruiting, most people think of LinkedIn. It is the world’s largest professional network, and it provides organizations with a plethora of options. This is a viable option! It is a wise decision! It is, however, not the only location where candidates can obtain it.

• LinkedIn World’s largest professional network
• Organizations should also try to attract candidates through other channels.
• Finding a saturated niche channel for your competitors is a good idea. For example, if your competitors are engaged in sourced from LinkedIn, you may want to find another place in your social recruiting strategy.

3. Be active.

• Many companies are interested in using social media to recruit employees. You’re excited, and you’re making profiles everywhere you can. However, no viable strategy has been developed.
• The excitement fades quickly, and the profiles doze off. When candidates look at these old and inactive pages, they discredit you. For example, why would you expect to respond quickly to a candidate if you couldn’t post within six months?
• If you have social media profiles, be active and use them to recruit. Make an active plan (in paragraph 7 I will cover this further).
• Make sure to fill out all of the fields when creating your pages so that candidates can see a complete profile. So
• Once your social pages are created, create and religiously implement a schedule for posting content. Deliver the right resources and ensure that your message is clear and consistent (time, money for any posts that you sponsor,.).

4. Give it time.

• Many campaigns for social recruitment fold because organizations see insufficient returns to their efforts quickly. However, social recruitment is a long game and organizations should spend time showing results. Everything great takes time to construct.
• You will not immediately gain followers or fill all your open positions. It will probably take you some time (if you haven’t already) to establish a positive reputation online and see the results.
• In fact, one of the characteristics of social recruitment is that you are more passive than active. Your efforts will be wasted if you don’t give them time. Keep to your plan.

5. Pay attention to your analytics.

• Most social media websites now offer detailed analyses on a variety of metrics to help you improve your message, time and frequency of posts, and other aspects so that you can receive returns more quickly and consistently.

• For example, when creating a LinkedIn post, make sure to track its reach and commitment.
• For example, if you post on Instagram, you should look at people who match the demographics of your post. These metrics will eventually tell you how effective your posts are, what you need to do to improve results, and how your strategy can be tweaked.
• You may need to invest a little more to cut the numbers and bring it all together.

6. Involve everyone

• Social recruitment is no longer solely the domain of recruiters or social media specialists. It’s all a commoditization exercise if you leave it to them.
• Instead of organically developing supporters and candidates, you will see stunted increases. To achieve the best results, everyone must contribute.
• Include not only a few people who are directly involved but also your employees and upper management. After all, who better to attract new candidates than your current employees? You live in your organization every day and know what you want.
• Encourage them to post, start discussions, and interact with their followers. Each employee can contribute to the company’s desirable reputation.

7. Create content that is interesting and attractive.

• Social media is not the place for formal or formal communication. For formal messages like vision, mission, board, etc., you have your website. Social media is an informal place where people volunteer on the basis of interests.
• In order to interact with you, the content created and posted must be engaging and show the interest of your followers.

Thank you