How To Use the Top Six Social Media Platforms for Recruiting
Sure, you probably know that social media is a great and inexpensive way to recruit new talent. But simply creating a social media account, posting a few messages and waiting for contacts to find you is not going to cut it. It takes a bit more strategy than that. In this post, I’m going to tell you a bit about the top six social media platforms and how they can be used for recruiting.
No matter how you slice it, Facebook is still the biggest social network out there. With over 1.3 Billion registered users, it has twice as many people as its closest competitor. And it’s been very good at positioning itself as the place to search for people, grow your business, and market goods and services.
Start by creating your company page and invite people to “Like” it. As they do, they’ll start to see your updates and ads in their timelines. As your network grows organically, you can also pay to extend your reach to new audiences. (Facebook Ads are a great source of traffic and something that Work4 can help you with.) Paid Facebook pages rank higher than unpaid ones. So they’ll boost your search engine ranking and help your content be picked up by aggregators.
Next up is Twitter. It lets you broadcast messages (known as tweets) in 140-characters at a time. The great thing about Twitter is that your messages can be seen by anyone, anywhere, at any time. But getting your message to the right audience requires a little bit of initiative.
Help users find your content by hashtagging your posts. The # symbol in front of keywords identifies your tweets to users searching for related information. For instance, the use of #jobs, #hiring, #work, #engineering or whatever you like will attract job seekers and expand the reach of your content. There are even hashtag identified job chats on Twitter. (Check out #jobhuntchat every Monday at 9pm ET.) But #LetsMoveOn.
Instagram is my favorite of all the social media platforms. You can take pictures and share them with your followers. Or try their (recently added) 15-second video feature. Like Twitter, you can use hashtags to help your content get found.
As a recruiting strategy, you can share pictures of your workplace, candidates you’ve helped find jobs, events you participate in, fun activities and job ads. Some candidates have even used Instagram to show of their skills – especially those in creative careers like graphic design, user experience, videographers, and web developers. It’s a great marketing and branding tool that will add to your candidate experience.
With nearly 500 million shares a day, YouTube is a great place to post content and find candidates. Yes, there are lots of videos of people’s pets and kids, but there are also a lot of educational videos on just about every topic you can think of. You can create a corporate page, share videos with your followers, post video job ads, and more. Personally, I love the creativity shared on YouTube and just like Instagram and it’s a great place to find creative candidates.
This one is personal to me because it’s really helped me build my business. I started blogging in 2011 and now operate two websites that focus on HR and resumes. Clients and potential employers have contacted me because they saw one of my posts. I’ve been featured on sites like Monster, Mashable and Oprah.com, and developed relationships with companies like Work4.
It’s also great for finding candidates. You can find bloggers in all different industries and location. By reading their posts, you get an idea of who they are and what excites them. Then you can determine if they’re a good match for your client and tailor your outreach to them accordingly.
Finally, let’s talk about LinkedIn. This social network is geared towards professional users and it has more than 250 Million users. In addition to its paid search tools, you can use it to share different types of content and make connections with contacts around the world.
Social recruiting can be really efficient and effective if it’s used properly. And when done right, can have a great impact on your offline activities, tool. Remember that just like any other recruiting strategy, you should always consider your organization’s or client’s unique needs and culture. Once you get started with social media, you’ll begin to see a big impact on your hiring strategy.
This post was written by Chris Fields