Finding the right applicant tracking system is already challenging for many businesses—but with all the social media tools available these days, how do you decide which ones to use to support your hiring and recruiting efforts?
Mediabistro states 14.4 million job seekers in the United States have used social media to search for a job. In fact, 29 percent of survey respondents use social media as their primary tool for job searching. If you haven’t incorporated social media into your recruiting process yet, this means social media could be a new opportunity to expand your talent pool.
But before you dive in, your company should be aware of a few considerations and best practices to help you decide which social networks you should invest in and to get your social recruiting strategies off on the right foot.
Here we discuss how you can use two social media platforms—Facebook and Twitter—to engage job seekers and build up your network of top talent.
Facebook Updates, Groups and Ads
Facebook is the largest social network with 1.23 billion users around the globe. Many still use Facebook as a personal social network, but job seekers are also leveraging the platform for personal branding, especially as more companies conduct social media screenings as part of the hiring and recruiting process. At the same time, businesses understand the value of giving their company’s brand a presence on the world’s largest social network. Here’s how you can do it too:
- Post frequent and relevant Page updates. Use your company Facebook Page as a way to showcase your employer brand and workplace culture. In addition to posting social media links to your job postings, share relevant company and industry-related information to help your brand stay top of mind for fans and potential job seekers.
- Find groups and participate. Find groups related to your industry, location or specific skills and participate in discussions or share relevant information from your personal profile. Or, create your own group—invite employees, alumni and other users related to your industry to participate. Use the group as a way to cultivate relationships and find candidates without blatantly promoting your company or job openings. Privately message users you think could be potential candidates.
- Experiment with Facebook ads. Facebook ads are highly targeted advertisements using demographic information, such as age, gender or location. Facebook also provides advanced audience demographics by education, interests or industry. Recruiters can use Facebook ads to target ideal candidates at a much lower cost. With Facebook’s pay-per-click model, you are only charged if someone clicks on your ad.
Twitter Hashtags and Lists
Real-time engagement is the secret to success on Twitter. Users send 500 million tweets per day, which means recruiters have the ability to capitalize on the high level of engagement through this platform. As a recruiter, you can leverage the power of your followers to expand the reach of your job openings and recruiting efforts.
- Incorporate relevant hashtags and keywords into your tweets. To attract followers who represent the ideal candidates for your job openings, find out what they are sharing and discussing on Twitter. Use search.twitter.com to see which keywords and hashtags are popular and incorporate them into your posts. Include other hashtags that are relevant to your business and industry.
- Create Twitter lists to target specific users. No doubt there are tons of conversations happening on Twitter. To more efficiently use it for recruiting, take advantage of the Twitter Lists function to keep your followers organized. Create a list for prospective candidates, industry-specific users and others so you can tune into what specific groups are talking about. You can keep your lists public or make them private and you can put people into a list without having to follow them.