Through the use of buzzing social media, you can undoubtedly find a candidate to fill that job in your company. In fact, the Jobvite Social Recruiting Survey found that 20% of recruiters feel that social recruiting consumes less time.
But, to make social recruiting work wonders for you and help you get the RIGHT candidate to fill that job, there are certain aspects you need to know before posting your job in the social world.
Use social media to recruit active talent
Social media recruiting works better when you are looking to recruit people who are actively looking for a new role in a job (active employees) rather than people who are already employed (passive employed).
For instance, Taco Bell has Twitter handles, Facebook pages and Pinterest boards meant solely to recruit active employees. This wouldn’t work if you’re looking for a particular superstar for an ad (passive employee), who obviously is already employed and has several projects lined up. Here you will need to use traditional recruiting techniques or approach PR firms.
You can’t deny it. A candidate who heard about your job post from somebody known to you holds more chances of getting hired than other candidates being considered.
The Jobvite Social Recruiting Survey also showed that the candidates who receive the highest ratings come from referrals – direct referrals or internal transfers. So, when you decide to post a job on social media channels, don’t forget to request that your employees post the same job on their own media channels. Employees who don’t see you as evil will surely help you promote the job opening!
The Main Recruiting Divisions - Twitter, Facebook and LinkedIn
It’s interesting to know from the social recruiting survey that 2/3 of companies use the blue Facebook to recruit, more than 50% use the tweeting method and nearly all use Linkedin. Facebook is great to use when you decide to opt for internal recruitment. It can also help you highlight and develop the culture of your company.
Creating team events on Facebook can further help you create a likeable image for yourself as well as the company. LinkedIn is more of a client medium as of today. It will mostly house passive employees.
Twitter, on the other hand, has a huge influential audience. It helps recruiters extract certain candidate lists or build such lists. It also takes into consideration the keywords for which hashtags have been used, in your job posting. Industry updates and best practices for recruiters are tweeted and retweeted regularly, giving you greater visibility.
Use Quora when you move outside your comfort zone
When you have to recruit somebody from a highly technical field or someone who has a higher pay grade scale than yours, it can give you the jitters. However, Quora helps you acquire the best analysis of the candidates.
It houses a Q&A format which highlights candidates’ intelligence, reflective experience and dialogue capabilities with the added benefit that their answers have been voted for by the crowds.
Upload videos in your job post
To attract the best of the candidates, you too need to present your company in the best light. Video job orders, office tours, work culture, and testimonials by current employees in A/V format paint a vivid picture of your company. Uploading such appealing videos along with your job post helps you get the best CVs of the most suitable candidates in your inbox.
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