Every business is growing constantly, maybe by some inches, but they are. The opportunities for top management have increased tremendously in recent times, which makes things challenging for recruiters. To get the attention of a qualified pool of people, recruiters and hiring managers need to implement unique marketing strategies. What is better than using a social media recruiting strategy in the digital era?
Digital recruitment focuses on building and nurturing relationships with candidates through digital channels; thus, switching to this cybernetic strategy seems obvious.
You will be amazed to know that today, more than 92% of recruiters are leveraging social networking sites to contemplate their recruitment efforts. These platforms have become a valuable tool for active and passive recruiters as job candidates are no longer limited by geography and organizations. Thus, it is vital for a company to implement digital strategies to thrive in the dynamic world.
What is Digital Recruitment?
Do not confuse digital recruitment with just posting jobs online; it is much more than that. Whenever the recruiter uses online channels to find potential employees and hire them, it is known as digital recruitment. It may include a variety of digital channels such as social media platforms, online job boards, and mobile apps.
How do You Create a Social Media Recruiting Strategy?
Building a social media recruiting strategy helps find the best talents faster by having more qualified applicants apply. So, let’s gain insights into few social recruiting strategies to gain more insights-
1. Choose the right platform
The first thing you need to establish is a solid foundation. Instead of posting jobs on every platform, it is imperative to choose the portal as per the job description. For example, you can post a job as a content manager on Facebook, but you are more likely to find talented and professional individuals on LinkedIn. Other things to keep in mind while choosing the ideal platform are demographics, target personas, and your industry type.
2. Target specific candidates
Searching for the potential and appropriate employee is not that easy. There can be situations where you post a compelling job advertisement but do not get suitable applicants because you fail to target the right audience. Thus, you need to be clear on what kind of people you wish to attract from your post, which could be freshers, interns, experienced professionals, etc. This can help create a candidate persona and center your recruitment campaign toward the appropriate employees.
3. Consistent content production
It is important to post consistently if you want to attract high-quality candidates. You can create a content calendar by automating the process and sharing company stories, employee & team information, previous job postings, etc. The primary benefit of creating a content calendar is that the candidates would know when to check the website or relevant platform for job opening advertisements.
4. Build a strong social media presence
Building a robust social media presence is imperative if you wish to opt for digital recruitment. Whether you target the young generation or experienced candidates, you will find all types of professionals on social media platforms. In 2022, around 4.59 billion people were using social media globally; this number is projected to increase to almost 6 billion in 2027, so making the right social media recruiting strategy can help you get the right personnel within no time.
The best way to increase social media presence is by encouraging interaction and publishing social content through text, videos, and images. You can keep the search intent ‘transactional’ while writing the social media content, such as “sign up today and change your tomorrow,” etc., to make your posts more exciting and, hence, motivate people to apply for work.
5. Quick turn-around- time
If you plan to use social media marketing, you should ensure that you or your team is quick to respond. As soon as you start getting applications, get back to your candidates with a quick reply or create an automated response message.
6. Measure results
Just like the conventional metrics, there are a few factors to measure the effectiveness of social media marketing, such as traffic, increased number of engagements, conversions, referral rate, and recurring cost ratio. Monitoring these metrics helps find the strengths and weaknesses of your recruitment strategy, and accordingly, you can adjust resources to meet your digital recruitment needs better.
These steps will help you attract active and passive candidates quickly. In fact, there are various added benefits of using social media for recruitment.
Benefits of Social Media Recruitment
Below mentioned are some of the advantages of using social media platforms for recruitment-
1. Create diverse content
The significant benefit of using social media platforms is that there is no limit to the type of content you create, be it a text, images, videos, and whatnot. To make the content more compelling, you need to understand that different content performs well on specific platforms; therefore, research and see what goes best for your target audience.
2. Wider reach
The major benefit of deploying a social media recruiting strategy is that it helps you reach a large number of applicants, plus it also allows you to target the candidates most suited for your job roles. The more qualified candidates you reach, the more the chances of getting a perfect fit for the role.
3. Better candidate experience
Hiring remotely through social media platforms improves candidate experience as they get instant feedback and guidance. Companies that offer positive candidate experiences are prone to higher retention rates and longer employee retention.
Bottom Line
These are some of the steps one needs to remember while creating a digital recruitment strategy. There are a few other things that you should consider, such as building authority & reputation, creating mobile-friendly posts, sharing relevant content as per your potential job aspirants, prioritizing candidate experience, designing a digital candidate selection process, and building feedback loops.
All this can take time, but it is worth it. Make sure that your voice is warm, welcoming, and memorable. Once you have built your online presence, you can be sure to receive hundreds of applications in your bucket.
