Social media is great place to be — people can post updates about their life, share their thoughts, opinions and much more. However, it isn’t biased towards individuals as it greatly benefits businesses as well.
In fact, social media can be considered as one of the most successful hiring tools that small businesses can employ to find the best candidate for any role or job position.
People looking for a job are turning to social media to search for opportunities and employers are responding by putting up job positions online and actively looking for job seekers.
You must consider ATS integrated social media recruiting since 94% recruiters are now using LinkedIn to recruit new candidates while almost 79% of job seekers use social media to find new jobs.
How To Use Social Media For Small Business Hiring/Recruiting
Creating Talent Brand on Social Media
Talent brand refers to the image that a company and its employees can create of the workplace for potential candidates. If you have a fun culture, let your employees talk about it on social media.
Do you give unusual perks that no one else does? Put it out on social media. Do you offer a work environment that none of your competitors can match? You guessed it right, it needs to be on social media!
Keep a consistent image of your company’s mission, vision, and culture on various social media platforms. It is easier to create talent brand these days due to a large audience at your disposal, so make good use of it.
Track Effectiveness through ATS
Applicant tracking system helps you track your applicants before, during and after the recruitment process. Before you run a social media campaign, have accurate and clear data to measure the effectiveness of the campaign.
Ideally, you must monitor all the traffic that your website gets. You can achieve this by traceable links or pages, which you can monitor later using analytics.
However, this functionality is already present in a cloud-based recruitment software. You can also track follower activity, engagement, and similar important statistics.
Participate in the Right Conversations
It is true that more and more people are turning towards social media to find jobs and even the employers are giving up newspaper ads, fliers, and billboards for social media.
However, every other employer is having the same idea. So what should you do differently? To start with, cut the noise and focus on finding exactly the people you need.
Be active on Facebook and LinkedIn groups and use appropriate hashtags to get your job openings in front of candidates who want to apply.
It is important to remember that it is not a short-term strategy. Work on building your network and your community before you start attracting job seekers.
Once you get a good response, you can start screening candidates and choose the best ones.
Target the Right Places
Check if your target audience is present on the social media platforms you intend on targeting. If they can’t receive your messages via the chosen medium, the whole point of reaching out to them will be lost.
Choose the right medium to carry out your message to the desired audience.
One of the social media recruitment blunders includes thinking that just posting job requirements on any social media platform will be enough.
Don’t limit yourself to a platform just because everyone else is present there. Analyze your needs and requirements carefully, choose the right platform and then take the leap.
Tap into the social media accounts of your employees too, as they can bring in excellent results.
Choose the Right Mix
Look beyond LinkedIn, Facebook and Twitter to attract talent. Explore other social media platforms if they can help with hiring candidates who are perfect for your organization.
For example, scout through Stack Overflow and GitHub if you are looking for talented IT people. Go to various websites that collate data of candidates in one place.
Understand the culture of each social media platform before you explore the possibilities that lie within them.
Choose the channel where you think you can get a maximum penetration and help you propel towards your goals.
Involve Current Employees
Almost everyone is active on social media these days and your employees will be on it too. Involving them in the process of hiring new talent will be greatly beneficial.
Some companies choose to have strict rules for how employees can use social media in the workplace but encourage them to be an evangelist for your company and brand on social media.
Let them talk about their work experience in a responsible manner that can grab potential candidates’ eyeballs.
Social media can be used as an advertising platform for job openings. Use LinkedIn and Facebook ads to target potential applicants by searching for work experience or specific skills.
They are extremely affordable with LinkedIn advertisements starting at $10 a day and Facebook ads going for as little as $1 a day!
Use appropriate keywords to search candidates, join industry groups on LinkedIn and actively participate in those groups.
Referrals have proven time and again to be excellent sources of finding potential hires. Use social media to get digital referrals from your employees or people on your network to find suitable candidates.
Search through different people on your social network to get connected to candidates you think would be perfect for your company. If you can’t find someone yourself, ask your connections for a referral.
You can maximize passive candidate quality and engagement by mentioning the referrer’s name when you call them as it almost always helps to get them to call you back.
Social media will give you the answers you are looking for. You just need to be patient and trust the process. It will eventually reveal the best candidates who would be a perfect fit for your company.
is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team.When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.