5 Ways to Take Your Social Media Recruiting Skills to the Next Level

  • Social Recruiting

With more than 90% of recruiters now using the Internet to find, screen and hire job candidates, it's not enough anymore to just post your available position on the job boards. To attract the best talent, you need to turn social media into a recruiting advantage.

 

1. Work your company's own social media pages.

Everyone who visits your Facebook, LinkedIn and Twitter pages should be aware — and be able to share — that you have an opening to fill. Some large companies even maintain a separate page just for career opportunities within the organization.

 

2. Use the social media site's job postings. LinkedIn charges a fee for this, but it costs nothing to use your status box for a mass broadcast to all your connections that you are hiring. On Twitter, include a hashtag such as #job or #NAJ (need a job?) in your tweet to increase response from job seekers.

 

3. Do your own searches. The very best prospects might not even be looking for a job right now. Social media is a great way to get a jump on your competition and connect with these people. Simply use the site's search engine to find users, pages and professional groups relevant to your industry or a particular position.

 

4. Use ads to refine your results. When you place a Facebook Ad or use a service like AdLogic to reach Twitter users, you can specify a vast array of characteristics that you would like to target. For example, for a physically demanding position you could target younger people. Just be careful not to cross the line into discrimination on the basis of gender, race, etc.

 

5. Evaluate job candidates' profiles. In those pages there's a wealth of information about an individual's experience, communication skills, personality and ability to fit in with your corporate culture that you would never get from a resume or even an interview.

 

Social media can both widen your talent pool and refine it to just the most qualified candidates. You can't afford not to have such a valuable recruiting tool on your side; and with these tips you'll be able to use that tool effectively.

You might be interested in...

9.21.20
How Integrity Maximizes Efficiencies Across Multiple Locations
As a specialist in high volume and RPO staffing, Integrity is tasked with managing teams at our clients' locations across the country. We'd like to share some of our strategies for maintaining efficiencies in these challenging conditions, especially as we head into peak season.   Centralized Functions Inconsistent procedures and duplication of effort are the bane of a geographically dispersed organization. To avoid these pitfalls, our administrative teams based at Integrity headquarters handle operations not directly related to worker supervision.   Candidate sourcing is implemented under Integrity's unified strategic umbrella, with a specific plan developed for each site's market conditions. Cost efficiencies are achieved with bulk buys of client branded media assets as well as utilizing Integrity's own PPC, job board seats and LinkedIn recruiter licenses. Our applicant tracking system provides the client with real-time data for making hiring decisions.   The compliance...
Read More
9.17.20
Learn More, Earn More: Education on the Job
There's no question that increasing your knowledge and skills increases your income. But how can you acquire this education if you're already working, and don't have the time or money to go to full-time school?   In this blog, we'll discuss some practical ways to get you onto a more lucrative career path.   Take advantage of employer sponsored formal education. Many large companies offer opportunities to take courses that will make you a more valuable employee, paying some or all of the costs. In some cases, you enroll with a local school and make arrangements through HR for paying the tuition. In others, the courses are provided by the employer.   At Integrity, our Next Step U online training programs are free to all associates and employees (and can even be accessed on their mobile phones). In partnership with Penn Foster, an accredited educational institution, our course offerings range from bookkeeping and computer skills to administration and basic English — all...
Read More
9.14.20
What's New for 2020 in Recruitment Technology
As in other fields, the COVID-19 pandemic has had a significant impact on the ways we hire and maintain a strong workforce. Especially in evidence is the accelerated transition from paper and human processing to digital technology.   Artificial intelligence will save HR professionals countless hours of drudgework and minimize the potential for error in decision making. At the same time, it's important to remember that nothing so far available can replace human interaction for both judging a candidate's character and keeping employees engaged.   Here's a rundown of the most significant recent developments in recruiting technology.   Applicant Experience The application and interview process can be such a hassle that promising candidates decide to look elsewhere. According to CareerBuilder, 60% of job seekers abandoned an online job application because it took more than 10 minutes to complete or was too complex.   With today's technology, you can design a...
Read More
General

Title

More Info
You need an account to do that Set up an account Never Mind

Please register for an account first. If you already have one, log in here.