We’re in the midst of a seismic shift when it comes to recruiting. Gone are the days when we relied on newspapers and job boards to find qualified candidates; now, social media is where everyone wants to be seen. Social recruitment has changed the way that companies hire, but with so many channels out there, how do you know which ones matter most? In this blog post, we’ll explore five top tips for social recruiting success in 2021.
Use Live Video Streaming Platforms
Social media streaming tools like Facebook Live and Periscope are growing exponentially. If you want to attract top talent, it’s crucial that your company is active on these platforms; according to a recent survey a large percentage of millennials who use social media say they expect their employers to engage with them socially. That means if you’re not using live video as part of your recruiting process yet, now could be the perfect time to start.
Use Industry-Specific Platforms for Targeted Outreach
Depending on what industry you work in, there might be one or several platforms out there where prospective hires spend much of their time engaging online – whether this is Snapchat for fashion brands or LinkedIn for CEOs looking at expanding their business. Understanding these platforms and how your audience uses them will allow you to target the right candidates with content that speaks directly to them, so they can learn more about what it would be like to work at your company.
Using Social Media to Recruit Interns & New Grads
Social media has opened up exciting new possibilities for companies looking to recruit interns and recent grads; not only does it allow you to connect with students who might be interested in your company, but it also allows them (and their parents) to get a sense of what working at your organization would be like. For example, if you run an accounting firm that values honesty above all else, posting about how much transparency there is within the business will help young people considering internships or entry-level positions decide whether they want to pursue opportunities with you.
Use the Right Hashtags
Hashtags are one of the simplest and most effective ways to reach new candidates on social media; if your company is active in a certain industry or has an upcoming event, it’s worth using hashtags such as #accountingfirms, #jobsforstudents, and #graduateschool. However, you need to be sure that what you’re posting aligns with the image that you want for your brand – just because something might have worked well two years ago doesn’t necessarily mean it will work now.
Use Social Media to Cultivate a Corporate Culture That Attracts Top Talent
Creating a positive corporate culture can help attract top talent at any stage in their careers – but creating this experience online is equally important. If potential candidates can see that your company is committed to building a strong community, they’ll be more likely to consider joining you. How do you make this happen? For example, if there’s an upcoming event at your office and you don’t have the resources for it – post about it online. Letting people know that even though something might not always go as planned (e.g., we’re short on volunteers), everyone here does their part makes them want to join in and start making things better.”
Have a Strong Online Presence and Brand Image
Social recruitment is growing exponentially, and just like any other form of marketing your company needs to be ready for it. Having a strong online presence means having active accounts on all the most popular channels such as Facebook, Twitter, LinkedIn and Instagram – but that’s only the beginning. Your brand image matters when you’re recruiting new employees; if potential candidates want to work at an organization with a friendly culture where people are able to express themselves freely (e.g., in one of our previous blog posts we discussed how important freethinking can be in attracting top talent), make sure they know this about your company by sharing content both inside and outside your office walls.”
Offer a FAQs Section for Your Potential Candidates
Having a FAQs section on your website is a great way to save time when it comes to responding to messages from potential hires, but if you’re actively recruiting new talent this should be updated frequently. For example, add in questions such as “what opportunities are there for advancement within the company?” and “do I get free coffee while working here?” Providing these answers online demonstrates that you value transparency and allows people considering job offers with you to make informed decisions about whether or not they would like to join your organization.”