5 Social Media Recruiting Tactics You Haven’t Thought Of Yet

5 Social Media Recruiting Tactics You Haven’t Thought Of Yet

Written by Helen Sabell, CEO & Principal of the College for Adult Learning.

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In our current digital era, it is so easy to reach a wide group of people from your fingertips. It is important for companies to have strong social media recruitment strategies so that they can fill their teams with the best candidates for each position. Social media recruiting is one of the most effective tools in attracting talented professionals to your organisation.

Read on to learn how you can improve your social media recruitment tactics and increase your chances of finding the perfect candidate for your role.

Sourcing Candidates

Sourcing potential candidates via social media is an excellent strategy, especially with people using an average of five or more social media platforms. LinkedIn is the most common social media platform recruiters turn to in order to find talent and it is an excellent place to start. However, if people are using more than five social networks, surely there’s room to branch out?

Instead of heading straight for LinkedIn, try other social media sites like Twitter, Google+ and Facebook to source new talent. Specialised search tools such as Followerwork can search through Twitter bios for job titles and keywords. Chrome browser extensions such as Intelligence Search, can easily search Facebook and Google+ and help you find potential candidates.

You can also use social media to filter out bad candidates since how someone behaves on social media can be a direct indication of their attitude. If you find that your candidate’s values do not match your company’s you can cross them off your list before you go through the lengthy recruitment process.

Monitor Your Competition

Social media is not only an excellent form of finding candidates, but you can also use it to keep an eye of your competitors. There are many tools available to recruiters to monitor the social media activity of their competition. Certain tools allow you to set up search columns which display how often certain hashtags and key terms are mentioned on sites such as Twitter. Such insights can allow you to get a leg up on competitors and improve your on social media tactics.

Targeted Facebook Ads

Targeted Facebook ads can be a great opportunity to connect with the best candidates. Many companies are investing a large portion of the advertising budget towards Facebook ads. Targeted Facebook ads allow you to choose certain demographics so that your ad is seen by the groups you are looking for. For example, if you are searching for an entry-level candidate, you may target a younger crowd (e.g. early 20s). It is an excellent way to narrow down your search and make sure you are reaching the right people.

“Occupational targeting” is also an excellent strategy to make sure your Facebook ads reach users who are experienced and working in your desired industry. You can alter your settings so that you are targeting users from particular companies, job titles or adult education courses.

Engage With Candidates

Social media platforms are a great way for you to communicate with new and current candidates throughout the recruitment process. Your Facebook page is a great tool for communicating your company’s image to potential candidates. Be sure to include useful information about the work culture, locations, employee testimonials and other relevant information.

Encourage your candidates to visit your page and ask any questions they may be pondering. Be sure to present an accurate image of your company as most people can usually tell if you are being ingenuine. You will pull in more talent if you provide an authentic persona of your company. 

Participate In Online Discussions

Social media can give you the opportunity to make sure you are present in the right conversations. Through the social media sphere, you can sort through your pool of candidates and find the right people. Being present in LinkedIn groups and using hashtags is a great strategy for making sure your job ads are seen by your target group. Make sure your job hashtags are unique and carry some relevance to the role.

Adult learning forums are constantly active, with many students seeking job advice and eager to gain experience. Online forums like these are an excellent place for recruiters to source talent and find the right people for their positions. Make sure you are getting your brand out there so that you have a well-known presence online.

Recruiting through social media strategies opens up a world of opportunities for HR professionals. It is a vital channel for sourcing new candidates and reaching the best people for the job. Start getting to most out of your social media recruitment strategy today.

About the Author:

Helen Sabell

Helen Sabell works for the College for Adult Learning, she is passionate about adult and lifelong learning. She has designed, developed and authored many workplace leadership and training programs.

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Welcome 2016: The New Era In Recruitment Technology! – skeeled.com

Written by skeeledhr | Originally published at skeeled.com Blog.

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Here it comes! 2016 has arrived and run full of new resolutions for improvement within the HR industry. Technology is on its rise within the sector and pre-screening software is taking the lead towards enhancement in quality hire and recruitment process acceleration.

Screen Shot 2016-01-05 at 13.58.27Candidate screening technology is shaping the way HR departments acquire new talent. It clearly offers new alternatives to traditional methods of recruitment and helps reducing the cost incurred in the hiring process.

Nevertheless, good technology should be combined with right actions, otherwise it will simply not work and produce mismatch in hiring. Here are a few tips to take into account in order to implement technology in the most effective way.

  • Manage your applications through online recruitment. The concept lies fundamentally in dealing with job vacancies and potential candidates through different web-based platforms such as job boards, corporate sites and social media. Adopting such innovative procedure in recruiting enables companies to adapt to where the vast majority of job seekers nowadays are, reach a greater number of talented candidates, spread geographical scope, and facilitate closer interaction with candidates.
  • Define the appropriate job requirements for your open position. Screening software will not be effective if the right specifications to perform a job are not correctly determined. Before posting a job vacancy, a recruiter should always define clearly what are the knowledge, skills and attitude required to carry out the tasks and duties needed for that job. A realistic description of the job leads to a more effective filter capable of screening out truly qualified applicants and improve the quality of your hiring decision.
  • Use video interviews and personality assessments to accelerate and improve the recruitment process. Implementing both tools from the moment the candidate applies online ensures that no individual is left behind in the process of selection, and therefore it increases the chances of hiring the right person while decreasing inefficient time screening and interviewing candidates.

Are you ready to take the big leap? Hire skeeled and we will get you set into the future of recruitment! Our interactive software based on standardized CVs, personality assessments and pre-recorded video interviews will help your company shortlisting the best candidates in the very early stage of selection, enhancing employee performance.

On February skeeled.com Team is launching Beta, do not miss the chance and subscribe for further information. Follow skeeled.com on LinkedIn for more.

Source: Welcome 2016: The new era in recruitment technology! – skeeled.com