How To Use Social Media For Hiring?
Make it easy for your employees to share job openings and contributions about the corporate culture through the networks they use. If you have 100 employees and each employee shares a post with 150 followers, you can reach 15,000 people online with online employee representation and those followers are more likely to engage and follow your brand.
Employee participation platforms can help you centralize content such as job openings, events and information about company updates, making it easier for employees to share it on personal social media profiles. Job seekers can rank professional networks on social media, which can be a useful resource when comparing job fairs, job ads, recruitment agencies and recruitment events.
Smart employers want to cast a net as wide as possible to reach as many potential candidates as possible, and they can do so if they use social media as part of their recruitment strategy. Checking potential candidates is as easy as remembering that they have already checked in with your company. Employers can use background checks to get a full picture of a candidate before a job interview is revealed.
Sites like Twitter and LinkedIn can offer great insights into candidates that aren’t on a resume or cover letter. It is important to check accounts on platforms that HR managers are likely to check, such as LinkedIn. Companies with job channels and individual recruiters can run their own Twitter accounts to communicate with interested applicants.
While social media is an ideal way to find and recruit candidates, difficulties can arise when information on social media sites is used to address certain employee classifications. At any given time, it is important that organizations introduce policies to protect against discriminatory practices and explicitly explain how social media information is used by employees during the recruitment process. Many companies have not embraced social media recruitment despite the potential to connect and recruit millions of candidates because they operate without a coherent strategy.
Social Media Recruiting is a recruiting strategy that combines elements of employer branding, recruitment and marketing to connect active and passive candidates with the digital platforms they frequent visit. As more and more people join social networks and use them to search for jobs, social recruiting is becoming increasingly important for companies. Social media recruitment requires little work and, if done correctly, can be a powerful asset.
With LinkedIn, Facebook, and Twitter combined having more than 3.5 billion users, recruiters need to be smart about using social networks to attract potential jobs candidates. Recruiters find that social media allows them to shrink the candidate pool and find people uniquely qualified for the job. In the digital age, the use of these social media platforms leads to recruitment beyond the basic networks.
Organizations have long used social recruiting as a way to supplement traditional recruiting methods, but that is changing as its popularity increases. When companies implement a social recruiting strategy, they spread their brand message on numerous social platforms and show potential candidates an enticing picture of their corporate culture. Social Recruiting goes beyond the mere publication of current or unfilled job advertisements in the accounts of your companies on social networks.
The number of employers using social media to research job applicants has increased dramatically over the years. Recruitment on social media has shown that the tools and platforms available to source candidates are multiplying. Twitter allows companies to share links to job openings and news about their businesses.
Given that social media is becoming an ever-growing part of our daily lives, it is not surprising that employers increasingly are using social networks to research potential hires and collect more information than they could ever get during the application process. According to a CareerBuilder survey of 2018, 70 percent of employers use social media to screen candidates during the hiring process and 43 percent use social networks to find out about current employees. In a LinkedIn survey, employee recommendations (48 percent) and job boards (46 percent) listed social media as a priority for recruiters who want to improve their recruitment strategy and 40 percent said they use professional social networks.
In 2008, 2011 and 2013 the Society for Human Resource Management (SHRM) surveyed its members about the use of social media to recruit and select employees. The 2013 study found that 77 percent of the companies surveyed used social networks to recruit candidates for specific jobs, from 56 percent in 2011 and 34 percent in 2008. As many as 68% of recruiters say that job seekers will need a LinkedIn profile by 2021, and 65% of HR managers say that they would not mind contacting potential candidates via LinkedIn.
By encouraging potential recruits to know corporate culture before accepting a position, you can ensure that they are the right one for the company. In order to get your employees to motivate themselves, I recommend looking for suitable connections on various professional social networks such as LinkedIn. If you use their combined networks to advertise jobs, you will get qualified applicants and hope that you can recruit truly qualified people.
We have a few tips on how you can improve, for example, employer branding and social recruiting. Create an employee of the week post that includes a photo of the person, recent accomplishments, and why they would like to work for your company. Try BetterTeam for free: Send jobs with a submission to over 100 job boards and post them for free (free test card required).
Social media recruiting means recruiting candidates through social media platforms, talent databases and job advertisements. If you haven’t sorted your action plan yet, don’t worry, we’re here to help you with our 9 tips for social media recruitment strategies. The use of social media for recruitment includes job advertisements by recruiters, crowdsourcing of job seekers and sharing of potential vacancies on their personal and online social networks.
For many recruiters and HR managers the existence of and easy access to online application information seems to offer a wealth of knowledge and an endless pool of potential candidates. Over time, a particular worker’s online dossier tends to grow as professional performance and personal facts about the candidate build on their social media presence and accumulate data. Social media recruiting is the practice of identifying, attracting, engaging and hiring active and passive candidates through these individuals “social networks.
