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Recruiting on social media

92% of recruiters use social media as part of the hiring process, and with an estimated 1.2 billion users on LinkedIn, Twitter and Facebook alone, is it really surprising? When used in conjunction with a wider recruitment strategy, social media can be incredibly effective. However, it’s essential that you don’t rely on it to create your talent pool.

For businesses, social media is not only a tool to push out messages to their target audience – it’s a platform to attract candidates too. But how exactly should you go about doing that?

 

Get your voice heard

Engaging in wider conversations within your sector is vital to ensure you’re visible to passive candidates. However, the social media sphere is a noisy one and you’ll need to be prepared to fight in order to stand out from the crowd – which means you need to be in the right place at the right time.

It’s no secret that LinkedIn and Twitter are typically the most corporate social media platforms, but don’t neglect Facebook, Instagram and YouTube if that’s where your target audiences spend most of their time.

Take a look at what your competitors are doing and assess your own analytics too – try something new, then track your reach and engagement levels to see what’s working well. Look into niche hashtags which get a fair amount of traction, interact with other businesses and join relevant groups on LinkedIn or Facebook.

 

Showcase your company culture

Speaking of Facebook and Instagram, these are two great places to shout about your company culture and any perks you offer. Why not share a short video of one of your employees embracing your flexible working policy or using your company gym?

Think about how you can differentiate yourself from other businesses – and better still, encourage your employees to do it for your by sharing company achievements and perks too.

 

Network, network, network

Not everyone finds face-to-face networking easy – in fact, most of us don’t. But joining relevant groups on Facebook and LinkedIn can be really beneficial during the recruitment process. There are typically regional groups for most sectors, as well as niche ones too. Post about your vacancies, ask for recommendations and share relevant opportunities directly with the people who can help you to spread the word.

If you’ve built genuine relationships with other professionals in your sector, when an opportunity arises, you’ll likely receive recommendations or be able to identify candidates to include in your wider candidate pool. While social media likely won’t be your sole source of candidate applications, it presents another channel from which to draw from.

 

Learn more about your candidates

While getting your voice heard is important on social media, don’t forget that you need to listen to other people too. Facebook and Twitter may give you an insight into your candidate’s personality, but LinkedIn will give you a pretty good understanding of their professional reputation too. See who’s them endorsed on LinkedIn and look for mutual connections who might be able to provide a reference for them.

 

Understand the limitations of social media

One of the biggest challenges during the recruitment process is sifting through high volumes of potential candidates. It requires a huge time investment, as busy hiring managers must set aside the time to consider each application, as well as use tools – such as social media – to identify candidates to add to the growing talent pool.

For this reason, recruitment consultants are often brought on board to streamline the process and provide access to existing talent pools in specific sector specialisms – as well as actively source the perfect match for the role. Moreover, when a company is hiring new staff, it’s typically because their teams are spread too thinly. At a time when there’s already a lack of available resource, it’s unlikely that line managers or HR departments will be able to dedicate the time necessary to recruit more staff.

 

Enhanced recruitment tools: LinkedIn Recruiter

LinkedIn Recruiter presents another opportunity to aid the search for talented candidates and a resource that our team at Heat Recruitment leverages daily. While the license fee is an investment, users are able to make full use of InMail, perform advanced searches to locate and view any profile, and advertise under the ‘Jobs You May Be Interested In’ tab.

This presents an additional opportunity to identify and attract talent that may not be within existing social communities but again can be challenging from both a monetary and time resource perspective. Working with a recruitment partner who already invests in the platform and who has extensive knowledge of the market and available talent within presents a sound recruitment strategy and expedited process.

 

Social media is an invaluable tool in the recruitment process, but it won’t replace the role of the recruiter. So, how can we help you?

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