The Use of Social Media for Recruitment: 3 Golden Rules

As the Internet is used to answer the majority of our everyday questions, it is no surprise that the number of people actively searching for jobs online is exponentially increasing. In 2015, 39.3 million adults in the UK access the internet every day. Of these internet users in the UK, 25% of them use the internet to look for jobs or send job applications.

There is no doubt that the Internet has rapidly become a fundamental element of our everyday lives. With this we have also seen the exponential growth of Social Media usage, as well as a significant increase in the number of very large and well established Social Media platforms. With 31 million Facebook users, 15 million Twitter users and 10 million LinkedIn users in the UK, it is unsurprising that organisations are taking to Social Media to locate and harness young talent.

With reports such as this one from onrec, outlining the shift in the European recruitment landscape towards a more Social Media focus, it is very important to stay ahead of the trends and operate your recruitment strategy within the medium your prospective employees are searching.

So, how are organisations utilising this opportunity and maximising their recruitment success on Social Media?

Here at Social Media Brand Experts we see the importance and significance of a recruitment presence across Social Media and have the following 3 golden rules to consider when seeking new recruits online.

Before we start, having a social media presence solely dedicated to your careers or recruitment is vitally important. Utilising a specific channel for all career related conversations to occur, will not clutter up your customer facing social media accounts. By linking the two you will maximise the amount of traffic from both your existing account and your career’s one, without causing cross contamination.

1. Advertise

With 29% of job seekers using social media as their primary tool for job searching, simply advertising any available job openings and current positions, and letting prospective employees know about these roles, is key.

Keep it simple and straight forward by giving a quick overview of the role, any desired skills, together with a link to the role outline on the careers pages of your website.

2. Engage

Engage job seekers using current employee accounts and case studies. Bringing your organisation to life through real accounts and interviews will engage and further attract prospective employees to your organisation and the positions you are advertising.

Further engagement can be achieved through the running of campaigns and competitions. Providing appealing material that is of interest to your target audience, outside of the careers and recruitment topic, will generate deeper engagement and foster more in-depth relationships with prospective employees.

3. Be proactive

Why wait for the talent to come to you? Why not pro-actively seek it out? With a rise in Social Media monitoring and insight analysis software, we are now able to pro-actively reach out to individuals who are seeking employment, for example ‘I need a job’ or ‘I’m looking for a new job’. By assessing their social profile you will be able to gain an understanding about their skills and abilities in order to make an informed decision whether to reach out to them or not.

About us and this blog

We are a world leading social media consultancy, marketing and customer care agency.  This blog will keep you up to date with relevant business social media industry news and tips on how to progress your company by using social media.

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