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It’s no secret that social media is playing a bigger and bigger role in modern marketing and sales, but it’s probably playing an even bigger role in recruiting. Obviously potential employees are bound to look at your website, but what if they looked you up on LinkedIn, Facebook, or even Twitter. Are you giving off the right first impression and attracting the right talent to the right job listings?

We’ve compiled a list of 5 best practices to consider when it comes to using Social Media for recruiting.

1. Understand your Audience – This means understanding not only your general social media audience, but also the specific section of the population that might be able to satisfy your staffing requirements. You need to consider what platforms they’re likely to look at, what content is likely to catch their attention, and what kind of company culture you want to showcase.

2. Know Which Specific Jobs You’re Looking to Fill – Recruiting needs to be focused and that’s as true on Social Media as anywhere else. Link to specific job postings and post content that directly relates to a specific hiring persona to draw in better qualified candidates. Also, avoid posting more general job listings, like internships, directly on your social media; generic postings can generate thousands of unqualified or irrelevant resumes that you don’t have the time to read through.

3. Lead with Culture – 59% of employees say a company’s social media presence was part of the reason they chose their workplace, and it’s not because the company was posting promotions – it’s because they could envision themselves working there. Posting photos and videos of team events, birthdays, and even office shenanigans sends the right message to prospective employees and draws them in more effectively than job-specific content.

4. Consistency, Consistency, Consistency – Maintaining a cohesive and consistent brand image across all of your social media platforms is paramount to fully connect with prospective employees. Odds are, if they looked at your Facebook page, they probably looked at your LinkedIn, and even your Twitter or Instagram as well. If your Facebook is projecting “super cool work environment” but your LinkedIn is projecting “seriousness in everything we do,” prospective employees will be at the very least confused, if not deterred.

5. Treat Candidates like Customers – Don’t scrimp on your recruiting communications anymore than you would customers communications; ensuring a smooth and consistent dialogue is essential for drawing in the best candidates. Reach out to prospects with personalized emails, branded consistently with your other mediums, in order to convey a sense of both professionalism and approachability.

 

48% of CEO’s say that their companies have lost money to ineffective recruiting, and with the average position taking 27 days to fill, it’s easy to see why. Revamp your recruiting strategy and harness the power of social media to attract the right candidates for the right job.

Brand Iron is a strategic branding and marketing agency with an integrated approach to digital marketing. Contact us today to learn more about recruiting with social media and the many other ways Brand Iron can help your company achieve more.

 
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