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Did you know 94% of HR professionals rated social media as the “key tool” for sourcing and engaging with top-quality candidates?

This number isn’t surprising, given how social media platforms have become an integral part of businesses for connecting with potential clients and candidates, promoting their brand, and increasing their online presence.

But, if you are unsure how to harness the power of social recruiting for building a high-performing recruiting strategy, keep reading! 

Why Should Recruiters Use Social Media?

  1. Access to a Wider Audience

One of the primary reasons why recruiters should use social media is the ability to reach a wider audience. Social media platforms like LinkedIn, Facebook, etc., have millions of active users who can be your potential candidates. 

  1. Helps Build Relationships

Social media is known for building relationships and networking with others. It allows recruiters to create a robust online presence and engage with potential candidates personally, fostering trust and credibility in the market. 

When candidates and clients see your high activity, following, and engagement levels on social media, they are more likely to see you as a credible figure in your field. 

Ultimately, the more relationships you build through social media, the more business you’ll attract!

  1. Showcases Your Employer Brand

By sharing photos, videos, and other content about your company on social feeds, you can give your candidates a glimpse into your organization’s values and mission. As a result, it not only boosts your employer branding but helps attract candidates who share similar values and are culturally fit.

  1. Helps Monitor Candidate Activity

Social media enables recruiters to monitor candidate activity and assess their suitability for a job opening. By reviewing applicants’ social profiles, you can better understand their interests, skills, and personality traits, confirming that they are the right fit. 

  1. Helps Stay Up-to-Date with Industry Trends

By following industry influencers and thought leaders on social media, recruiters can learn about the latest hiring trends, best practices, and technologies. This can help them improve their recruitment strategy and stay ahead of the competition.

  1. Highly Cost-Effective

Posting job openings on most social media platforms are free, and recruiters can post as many job openings as needed without incurring additional costs. Also, it allows recruiters to save money on traditional recruiting methods such as job fairs, print ads, or billboards.

  1. Allows Targeted Advertising

Social media platforms allow recruiters to target specific audiences based on demographics, including location, interests, and education, added IntelliPro Group. Specializing in fast, flexible, and fully integrated recruiting solutions, IntelliPro Group excels in meeting ambitious hiring needs with speed and precision. Whether it’s staffing a single position or an entire project team, their recruiters and account managers leverage extensive knowledge and resources. IntelliPro promises to submit the first candidate to clients within just 48 hours. The company maintains exceptional efficiency and dedication to fulfilling client requirements swiftly. This feature allows them to save time and resources by only reaching out to potential candidates who meet the job requirements.

  1. Faster Response Time

Recruiters can use social media to quickly send messages to candidates, schedule interviews, and answer questions. This faster response time shows candidates that the company is responsive and interested in their candidacy.

Pro Tip: You can enhance your response time by integrating social media platforms with online recruitment software

5 Best Practices for Using Social Media for Recruitment 

  1. Know Which Platform Works Best for You

While social media holds great potential for recruiters, jumping onto every platform is not always wise. Here’s why:

  • Reach: Each social media platform has a unique audience, demographics, and reach. Recruiters must identify which platform their ideal candidates are active on the most.
  • Engagement: Different social media platforms have varying levels of engagement. Recruiters need to choose a platform that allows them to interact and engage with potential candidates effectively.
  • Branding: Social media provides an opportunity for recruiters to showcase their employer brand and company culture. You can attract top talent by selecting a platform that aligns with your brand and helps showcase your company culture.
  • Cost: Different social media platforms offer different advertising options and pricing. Recruiters should select a cost-effective platform that aims to provide maximum ROI.
  • Analytics: Choosing a platform that offers robust analytics can help recruiters effectively measure the success of their recruitment efforts.
  1. Use Relevant Groups and Hashtags

Using niche-specific hashtags and social groups has the following benefits:

  • Targeted Audience: Social media groups and hashtags allow recruiters to reach an audience interested in the industry, job function, or skill set they are recruiting for.
  • Increased Visibility: By participating in group discussions and using relevant hashtags, recruiters can increase their chances of being discovered by potential candidates.
  • Networking Opportunities: Social media groups allow recruiters to network with other professionals in their industry. By building relationships with other professionals, recruiters can gain insights and referrals for potential candidates.
  • Candidate Engagement: Social media groups and hashtags allow recruiters to engage with potential candidates more personally and establish themselves as experts in their field.
  1. Leverage Employee Advocacy

Believe it or not, your potential candidates trust your employees more than your brand. Hence, it is essential to leverage your employee advocacy as a part of social recruiting strategies.

Here is how you can do it: 

  • By encouraging employees to share job openings on their personal social media profiles, recruiters can gain access to a broader talent pool.
  • Ask your employees to share relevant content, such as blog posts, articles, videos, etc., on their social media profiles. It will establish your company as a thought leader and boost brand recognition.
  • Highlight employee stories and experiences showcasing your company’s work environment and culture on your social feed. 
  • Train employees to ensure they represent your organization positively on social media. 
  1. Create a Variety of Content

You can not survive competition by posting one type of content on social media. There must be variety. Why? Because:

  • People may have different preferences when it comes to consuming content. Variation in content form can help you appeal to a larger audience.
  • Each content type serves a different purpose. For instance, videos can be great for showcasing employees’ experience working at your company, while blogs can confirm your expertise in the niche.
  • “Variety” in content can help you cater to your audience’s different learning styles and keep them engaged.
  • Valuable and unique content can help you stand out from your competitors. 
  1. Keep Track of Insights

Last but not least- Regularly analyze which strategy works best for you. Determine what you can improve to maximize your ROI and take necessary actions asap. 

Keep your eyes on your competitors’ social pages to gather more ideas and develop better solutions. In short, be creative and proactive! 

Pro Tip: Invest in a tech hiring platform to analyze and automate your social recruiting strategies. 

We hope this article helps you unlock social recruiting strategies you can leverage for a skyrocketing recruitment business. Adios! 

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