Social media recruitment is leveraging social media to find potential job applicants. HR managers engage users by applying online tools like hashtags or company profile pages to connect with candidates on popular platforms (LinkedIn and Facebook). With over 500 million users, these networks provide companies with a larger pool of talent, simplifying the hiring process.
Here are 15 social media recruiting tips to help you get started.
1. Encourage Existing Staff to Market Open Jobs
Your current staff can be your biggest asset when it comes to finding new employees. Ask them to share vacancies through their social media profiles to find equally amazing new people within their network. Remember that employees who like their jobs will likely be happy to write that they work in a wonderful place and willing to link their company hiring site to their personal profiles. This will make your company more appealing to prospective applicants.
Here’s advice Nicole Meyerson shared on how you and your employees can market your company to prospective candidates:
“If your company has weekly catered lunches for the office during which everyone crams into a conference room to look at photos of each other’s kids and pets, share this. If the CEO updates the company every Friday from his home office with his kids on his lap, ask him to provide a photo of this scene for social media. Ask employees to keep their eyes out for moments like this around the office and to send them to whomever runs the social accounts to post. This will show prospective candidates what an authentic day working for your company is truly like in a way that an interview or Glassdoor review cannot.”
―Nicole A. Meyerson, Diversity & Inclusion Consultant, Parity Club
2. Optimize Your Company Profile Pages
Ensuring your company’s social media profile page is up to date and represents your company accurately is just as important as maintaining your website’s homepage. LinkedIn reports that 75% of candidates research your company’s reputation before applying for a job. This means new candidates and clients form their first impression of your business when they first visit your company’s social media profile, whether it is on LinkedIn, Facebook, or Twitter.
If you have a presence on social media, make sure:
- The imagery and tone of voice of your company profile page are consistent with your website.
- You provide a link to your website.
- Your “About Us” is concise and summarizes your services and value proposition.
Give candidates the best first impression by maintaining consistent branding between your website and social media pages. This will help establish trust when they encounter your online job ads.
3. Leverage Social Media Partnerships
Social media serves to help maximize your outreach among the people who value your content and conversations the most. Nurture relationships with other companies or people who regularly like, comment, and retweet your social media posts, and assess whether you can tap into their reach. If they have a large following, you can partner with them to build interest in your business by providing guest blog posts, sharing job ads, and so on.
4. Make Use of Facebook Pages
A Facebook Page is a public profile that enables you to share your business and products with Facebook users. Companies with a Facebook Page can use this platform as a recruiting tool. Those who don’t can search for other Facebook pages to find people who are either active or interested in the field. Sometimes, candidates will even show their credentials on their profile pages so that you know if they’re qualified for your position beforehand.
Make sure to keep your Facebook Page up to date with company information and contact details. Your job postings should also be visible and shareable for your followers.
“Social media advertising is one of the greatest ways to target the right talent because of your ability to target who sees the advertisement. Social media ads reach your ideal candidates because you define search parameters and measurable key performance indicators [KPIs]. It’s unlike traditional advertisement in which you randomly feature a job post and hope that out of the millions of people who view the ad, you get your dream candidate. It’s nearly impossible for that to happen. However, with social media, you define the search parameters you think will reach your target audience.”
―David Mitroff, Ph.D., Founder, Piedmont Avenue Consulting
5. Use Automated HR Tools to Manage Applicants
Once you begin pooling candidates through social media, you need to be able to manage your list efficiently. This ensures you get to process all the candidates promptly so that you hire the best fit. But not all small businesses have the budget to maintain a full-time human resources (HR) team just to accommodate the occasional busy season brought about by aggressive hiring.
Bambee offers an on-demand HR compliance solution for United States-based businesses. Its dedicated HR managers can be trusted to perform your HR tasks and provide solutions, implement policies, and resolve issues for your remote employees for as little as $99 a month. Visit Bambee and get your free trial today.
6. Follow the 80/20 Rule For Social Media
People primarily use social media to stay informed and be entertained. This means that your target audience is less likely to open sales messages all of the time. So, instead of using your social media account solely for promoting your company services and live job ads, it’s best to limit your business-related posts.
Aim to entertain or inform your audience 80% of the time with relevant articles and content while promoting jobs and your company 20% of the time. This way, you can simultaneously utilize your social media channels to achieve your business goals and grow an engaged audience.
7. Maximize Your Online Conversations
Part of an effective social media recruiting strategy is knowing where your potential candidates are hanging out. Once you identify these platforms, you can begin initiating the right conversations with your target audience. For example, you can use LinkedIn groups to find tech talents who are active on LinkedIn. You can even use hashtags when posting your job openings to ensure that the tech talent you wish to hire can see your job openings.
Calls to action (CTA) also play a huge role in social media recruitment. Candidates who look for work online will naturally respond to interesting posts that also contain compelling, actionable captions. Begin by including motivational, moving messages in your job advertisement like “Visit our job board to learn more about this position” or “Sign up for updates on new job openings.”
8. Keep Track Of & Update Employees’ Profiles
Aside from a company’s LinkedIn page, candidates also view its employees’ profiles to get an idea about the workplace culture and environment. So, as a business owner and employer, you should also keep an eye on your employees’ profile updates. Their positive feedback about their job as a whole will leave a good impression on candidates and, at the same time, pique their curiosity to work for your organization.
In the same vein, your proactiveness will help you make better sense of your employees’ work expectations based on the topics and content they engaged with on LinkedIn. This, in turn, will help you and your HR team to develop activities and programs that your employees will respond to even more.
9. Engage With Social Media Influencers
Consider reaching out to social media influencers to extend the reach of your job openings. This step is included as part of building a strong social media brand presence in most companies that find success in their recruitment and talent pooling strategy. Social media influencers will have followers who share the same interests, so their positive feedback about your business can put your job vacancies in the spotlight.
Begin with finding influencers in your industry who are active and will most likely show interest in resharing content and updates from other companies in your niche. These are the types of people you want to build relationships with so that you can widen the reach of your job vacancy messages
10. Find Qualified Candidates Online
When using social media to pool and hire candidates, you should also consider registering to platforms where you can find a wide variety of talents. This will help you ensure your job ads are visible to as many candidates as possible. It’s also important to choose a hiring platform with the widest reach so that you have plenty of chances to find the best talent.
Indeed is the largest online job board with more than 250 million users and 100 million searchable resumes that you can filter by industry, location, education, title, skills, and more. You can also set up your company profile and a career page so candidates can find your ads easily. Create an account now with Indeed and get $50 in free advertising credit with to boost your job postings.
11. Brand Your Company’s Work Culture
A company’s reputation as an employer will determine the quality of talents that come through their doorsteps. Places like Google have projected themselves as ultra-desirable places to work so that it’s not unusual to find the best and most qualified talents clamoring to join their ranks. However, this competitive advantage is not exclusive to large businesses, as even small companies can be attractive to high-quality candidates with the right social media branding strategy.
You can start with showcasing your workplace and the benefits you offer to help spread the message that yours is an excellent company for which to work. Add a photo album dedicated to sharing your work culture and workspace or even feature specific employees and their achievements to make the most of social media.
“People work for people, not for companies. So, if you have a job you want to hire for, get the line manager to film a short one-minute video about it. The key is to focus on what the new employee will get from working in your business and not what you want to get out of them. Think training, development, career, and challenges. It doesn’t need to be expensive―film it on your iPhone. Be authentic and honest and, by using video―when many companies don’t―you’ll stand out. Standing out means more job applications.”
―Matt Dodgson, Founder, Market Recruitment
12. Conduct Twitter Hashtag Research
Hashtags help to highlight posts that are centered on the same topic, and proper research allows businesses to gather ideas and join in on wide-reaching conversations. When recruiting, using the right hashtag will make it easy to find your target audience.
Beginners tend to use as many hashtags as possible in the hopes of reaching the largest audience, but this approach can be more of a deterrent than an advantage in your messaging. Instead, brainstorm a couple of hashtags that you can embed in tweets to make them widely accessible. Incorporate two to three hashtags at most in tweets to help make your post efficient and looking more professional.
Some rules to consider regarding hashtags are:
- The first hashtag should be recruiting-related. It should be memorable and relate to your brand.
- The second hashtag should be more specific. Example: #ABCjobs particularly represent the jobs available at ABC.
- The third one should be a broad hashtag aim for searches by a wider audience. Example: #jobhunt, #careers, #hiring, and so on.
Hashtags are primarily used on Twitter, but searches can also be performed on Facebook and LinkedIn. Whatever platform you use, you need to find a balance between getting your message across in an engaging way and using the right hashtags that will encourage clicks, likes, or comments, depending on your social media goals.
13. Consider Pooling From Niche Online Networks
Although most people are on Facebook, Twitter, and LinkedIn, you can find potential candidates easily when you peruse niche networks. You must also look into forums. This step is essential because some of the best talents tend to participate in forums where users have an in-depth discussion of issues in their chosen field of expertise.
GitHub, for example, is a great place where developers share their knowledge. Moz and Quora are also an ideal place where marketers hang out and share their ideas.
14. Make Use of LinkedIn Tools
Small business owners can easily leverage LinkedIn to find talent by building on connections with people they already know. This refers to former and current colleagues, clients, suppliers, and local entrepreneurs. You can check your friends’ and family’s online networks for possible qualified connections. Also, be sure to join LinkedIn groups where you might connect with potential candidates who will also have a network of individuals with similar interests and expertise.
If you want a free way to advertise that you are hiring on LinkedIn without posting a job, use your network activity box to broadcast that you are hiring. You can also sign up for LinkedIn Talent Advantage, which is an exclusive suite of tools for recruiters.
“We utilize LinkedIn to search, find, and qualify our pool of candidates by evaluating their background, how active they are, and the size of their network. We are in the financial services business, so the advisers we want to hire should already have a strong social following and understand how important cultivating their online appearance is. You can find a lot about a candidate by looking through their social media platforms. We use their profiles almost as a prerequisite to starting the initial conversation. When we do ultimately reach out to start a conversation about the hiring process, we already know quite a bit about them and have more areas in which to find a common ground.”
―Kelly Andersen, MBA, Marketing Director, Wealth Continuum Group
15. Post Your Content at the Right Time
Perfect timing is a key advantage when trying to maximize your social media engagement. It ensures that your content gets in front of your target audience when they are most active on social media. This means catching your potential candidates on social media while they are already relaxed and receptive to your message and still alert enough to answer your CTAs.
Find out who your target audiences are, assess when they are most likely to be online, and adjust your posting schedule to match your analysis. For example, if you’re aiming to attract lawyers who are always busy and running to and from court hearings, you may want to post early in the morning, between 6 a.m. to 9 a.m., or early in the evening, between 6 p.m. to 8 p.m.
As an employer, you need to be visible in online networks where the most qualified, talented, and largest pool of applicants are. This makes social media the best platform for your search of candidates with personalities that match your workplace culture. With the right social media recruitment tips and practice, you’ll be able to find job applicants and hire those that can help build your company in no time.
Want to share your own social media recruiting tips? Let us know in the comments.