Most companies use Social Media to promote their products or services and represent the brand. These days, such platforms are being used to fill vacated positions in offices. A survey even shows that 92% of recruiters use social media for their recruitment efforts. This doesn’t come as a surprise, though.
Millennials are gradually forming the backbone of the American workforce at present so it only makes sense to target and focus on the age group. With them pouring their hearts and telling their stories on social media, the platform has proven to be quite effective in recruiting them as well.
Clearly, we’ve come to a point in our history where social recruiting is no longer a novelty. It’s a crucial cog to make your company’s recruitment machinery work. What if you haven’t sorted out an action plan to implement a successful social media recruitment?
Here are 5 effective tips to advertise jobs and find talent on social media platforms for such a case.
- Use visuals that attract
When you’re on social media, the visual presentation is a big deal. While you want potential recruits to know every detail about a job post, you don’t want to throw a huge block of text on people’s newsfeed. Your job post may be viewed as a snoozefest not worth paying attention to.
Of course, it is unlikely that you can book your in-house graphic designer’s time or use freelancers’ services to create visuals for recruiting matters. And if you don’t have any running knowledge of graphic design, it also does not mean your social recruitment materials be doomed to be perpetually drab. There are solutions like online graphic editors, which will not cost your company a penny. You can just insert your text to Facebook post templates (for instance, you can use Crello’s ideas), or experiment with different fonts, effects or adding your own images – it’s up to you. In both cases you’ll be satisfied with the result.
Bolstering your message with visuals is really important. A recent report on social media marketing suggests that content accompanied by images gets more views than its plain text counterpart.
With this visual editor, anyone, including those with little to no aptitude toward graphic art, can be a designer. The editor is really easy to use, and it contains thousands of free templates that should aid you to deliver better visuals for your social recruitment campaign.
- Share content that engages
Social media won’t work for your recruitment efforts if you don’t have anything that others might want to share. That’s the whole point of being on the platform in the first place. It goes without saying that your job ad has to be interesting, useful, or entertaining.
Once people view your posts and begin sharing them, you’ll be one step closer to the right person for the job vacancy you’re trying to fill. This is why it pays to get a few pointers on how to make content go viral. By giving people a social post worth sharing, you broaden the reach of your message and attract as many potential candidates as possible.
If you’re wondering what format your job tweet or post should be, the answer is anything. It can be in the form of a blog post, photos, podcasts, videos, or other attractive media. As long as you’re not putting out a length of dreary text that can lull people to sleep, you’re fine.
- Get the staff involved
When your mission is to get the word out that you’re hiring, there may be no better way to leverage your efforts than to lean on your employees and their social networks. After all, the ultimate objective here is to extend your reach. To do this, simply ask your employees to get involved in the recruitment drive by having them share your posts on their individual social media newsfeeds.
It’s important to note that social media shares are among the most efficient sources of recruits today. By getting your workforce a piece of the action, you can improve engagement toward your shared recruitment material.
Don’t jump into this opportunity without setting a social media policy in place, though. Encourage your staff to understand what is expected of them when bringing the brand’s name in their social spheres. Remember, they become brand ambassadors the moment you get them involved with internal campaigns.
- Build the company’s social profile
Although this might seem too broad for an objective, it simply means is that you show your company in a great light with everything that you share on social media. Post contents that show why your establishment is a great place to work and gradually reinforce that notion with curated tweets, posts, and shares. It’s what they call wearing your heart on your sleeves.
By now, the public may be aware of your specific field. What they might not know is how invested you are, as a brand, in your corporate beliefs and values. Be consistent in your message and post content that’ll get people appreciating whatever it is your company is passionate about.
At the end of the day, you can organically attract potential candidates when you get people to care about your corporate goals.
- Tap social insights to maximize recruitment efforts
Unlike traditional advertising where you may be left with no choice but to play the numbers game, social media advertising gets you to zero in on ideal candidates. By defining your search parameters, you get to determine who will see your recruitment content.
This is just one of your many options. These days, major social media platforms provide businesses with insight tools. Such internal features allow brands to perfect advertising campaigns. It goes without saying that you should take into account measurable KPIs as you create your job postings on social media.
However, in-app tools aren’t your only viable sources of social media engagement metrics. Third-party software like Buffer, Hootsuite, and eClincher are some social media tools you might want to try for your company recruitment.
No matter how you look at it, social media can help you find and evaluate top talent for your corporate organization. So if you’re currently not using the platform to leverage your hiring processes, consider yourself to be in the minority.
It isn’t as simple as posting random job ads at random hours, though. For best results, you may have to curate the materials you put out and make your content appealing. In that regard, these tips should lead you in the right direction.
Author’s bio: Eugine Dychko is a marketing manager at Crello. She has 7 years of experience in marketing and content writing and a strong understanding of social media techniques. Eugine is passionate about providing insight into the latest trends of the visual industry and online advertising.
Read original post at Effortless HR Software