79% of job searchers utilize social media throughout their job hunts. There are many benefits to using social media for recruitment in comparison to traditional methods.
Social media marketing for recruitment refers to the use of social media platforms by businesses to locate, interact with, and screen potential employees. Here, social networking platforms to find possible job candidates.
In the first two decades of the twenty-first century, social media recruiting began to take off with social media as a whole. Employers rapidly realized that a considerable portion of people of working age spend a lot of time on social media, especially members of the Millennial generation and now Gen Z as that group enters the workforce. Hence, social media advertising for hiring the best recruits began.
Social media for recruitment - move over traditional hiring!
Statista reports that as of 2022, internet users worldwide spent an average of 147 minutes per day on different types of social media, up from 145 minutes the year before. According to a survey by Glassdoor, 79% of job searchers utilize social media throughout their job hunts. There are many benefits to using social media for recruitment in comparison to traditional methods. Some of them are:
∙ Recruiters may use social media to reach a much wider audience while also identifying professionals with the qualifications they need. Due to the internet's extensive reach, a well-planned social media recruiting campaign has the potential to theoretically reach millions of people almost instantly.
∙ Recruiters may use social media to promote information about job opportunities and their company so that both passive and active prospects see it. The majority of the time, traditional recruitment techniques like online job boards or adverts only attract people who are actively searching for such information.
∙ By leveraging their current networks, recruiters may utilize social media to spread their messages more widely. Compare those capabilities to conventional hiring practices that rely on the time-consuming process of building one-on-one interactions, such as cold-calling potential applicants or employee recommendations.
∙ These wide yet focused skills are made possible by social media, which is less expensive than more traditional techniques like job fairs and unspecific advertising campaigns. Additionally, social media frequently offers these advantages more successfully than traditional hiring practices.
Effective and Direct in Approach
Organizations can find, connect with, and hire excellent job prospects through effective social media recruitment. Here are some statistics to prove that social media recruitment is more efficient than traditional methods:
∙ A Jobvite poll revealed that 35% of respondents find out about new job postings via social media.
∙ Reviewing social media accounts, according to 71% of recruiting decision-makers, is an efficient method of candidate screening.
∙ Every week, almost 40 million people use LinkedIn to search for employment.
∙ 80% of businesses claim that social recruitment has helped them find prospective hires.
∙ According to SHRM, 84% of businesses use social media to connect with their audience for recruitment purposes.
Ease of access to talent
Finding qualified employees for a position in the past was a long process. Each function required a specific candidate to be carefully picked in order to meet the job's requirements for experience, education, and philosophy. Companies would frequently contract out the work to recruitment firms that had the resources to do it right.
Social media has somewhat altered that by enabling recruiters to access a worldwide talent pool quickly. Recruiters may do background checks or identify the precise specific demographic they need for a particular opening on Facebook, for instance. Additionally, recruiters may view a prospective candidate's life, interests, or talents on any social networking platform.
Filtration of talent from social media - do's and don't's
Use many social media platforms to find and filter through the preferred candidates
It is critical for recruiters to perform their research before choosing the best social media channel to interact with their target candidates because each social media platform has a distinct demographic. For instance, LinkedIn and Facebook are terrific places to seek candidates for various job roles, from executive to higher management positions.
Recruiters can utilize websites like Pinterest and Instagram to carry out preliminary candidate searches because so many visually and creatively inclined job applicants display their work and portfolios on their pages.
Create a compelling recruiter profile
The profile of a recruiter should be just as impressive as that of excellent candidates. It is crucial to design a profile that people will love visiting because candidates are drawn to working with someone they like. It may seem apparent, but the first step is to include a professional profile photo, which is frequently disregarded.
Additionally, they can add details about themselves that will serve as discussion starters. Even more crucial is basic data like the background in the recruiting sector and length of time at the organization. On their profiles, recruiters ought to think about including gratifying comments and/or reviews from successful applicant placements.
Participate in social media groups
There are groups on social media platforms like Facebook and LinkedIn that are focused on niche subjects and communities. Being continuously active in organizations that are pertinent to your recruiting efforts might help you find talent and draw individuals with knowledge in particular fields.
The key to building relationships with group members in these groups is consistent engagement, but the material should not just be restricted to job listings. Recruiters should regularly check target group pages to look for opportunities to leave comments on posts, pose questions, and draw attention to recent developments in the business.
Optimize your recruitment ads for mobile
Recruiters must make sure that all job postings on social media and company websites are compatible with mobile devices.
According to a Pew Research Center survey, 77% of adults in the USA alone use smartphones; therefore, an increasing number of job seekers are using their mobile devices to look for and apply for jobs. According to a Glassdoor study, 58% of Glassdoor users are using their phones to search for employment.
Many social media platforms are mobile-friendly and make applying simple. Job ads that are mobile-friendly will make sure that applicants do not become discouraged and give up on the application process.
Don’t spam candidates
Do not contact applicants with cliched messages. Nobody enjoys hearing from recruiters about opportunities that are unrelated to them. Instead of spamming candidates, try to engage them in conversation to establish rapport. Personalized communications that are based on the candidate's experience and background are significantly more successful at getting people to pay attention and respond.
Don’t overshare your content
Although it may be tempting to post a lot of content, recruiters should consider whether or not the content is pertinent to their target candidates. Make sure all posted content is legitimate, original, and professional, and refrain from posting anything that has already been said. Putting quality above quantity as a priority would help recruiters gain more followers and target candidates' involvement.
How corporations are utilizing social media for hiring
Given below are some of the famous examples of how corporations use social media for hiring new employees:
∙ Marriot's career page has over 1.2 million likes. The company posts engaging content at least twice a day highlighting individual workers' accomplishments. Career chats are also available to give advice to prospects on how to apply and get accepted to jobs.
∙ Dell effectively emphasizes its sense of community through its social media platforms. Good user interaction can encourage prospective employees to participate in the discussion and contemplate what it might be like to work for the organization. Dell places a strong priority on its employees, as evidenced by the daily Facebook updates of images, employee statements, and polls.
∙ Only a few businesses, including Taco Bell, use unorthodox social media channels like Pinterest to promote their job posts. The restaurant's career page on Facebook has around 150,000 likes, and they do a great job of highlighting the achievements of its employees. Once your organization has a solid social recruitment brand, make sure that the brand extends across other social networks and platforms to reach a worldwide audience.
∙ UPS is an enormously varied worldwide brand. On social media, the company emphasizes its diversity by creating ads that promote its varied personnel. One of the benefits of utilizing social media to recruit is that you can make your talent search as broad or as specific as you desire.
∙ Sodexo's social media strategy is focused on acquiring and retaining talent through its mobile app. Sodexo leverages the mobile area with an integrated Facebook and Twitter page that encourages prospects to download the company's career app. Any chance to help your firm stand out on social media is a feasible alternative.
Future of hiring through social media marketing
With 84% of organizations currently using social media for recruiting new hires and 9% soon to join the trend, social media recruiting is only going to get better. From employee recruitment through retention, ensuring their engagement at every stage of the process contributes to highly effective work culture.
Social recruitment maybe a good fit for today's job searchers, but in order to create a consistent culture, businesses must follow up a shortened recruiting process with meaningful onboarding and a defined retention strategy.
2COMS offers an effective and efficient strategy for recruitment and placement through social media marketing to client organizations. The company leverages the trends to utilize Facebook marketing, Twitter marketing, and Linkedin marketing to hire top prospects for any domain. To know more, contact www.2coms.com today!