A More Personal Approach<\/h2>\n
\n
One of the main advantages of social media is that it grants organisations the opportunity to create more personal connections with the public in general. This can work extremely well when it comes to recruitment as well, enabling a much more organic and personal interaction between recruiters and candidates.<\/p>\n
The social aspect of these platforms can be a very useful litmus test too. You might spot potential warning signs<\/a> earlier on in the recruitment process, or some of the ideal qualities that you\u2019re looking for<\/a> in a candidate<\/p>\n <\/p>\n The first thing to note about social media, especially when it comes to recruitment, is that some platforms are more popular than others. Generally, the most frequented sites for recruitment and job opportunities are:<\/p>\n <\/p>\n With a user base in the billions, Facebook is still the king when it comes to social platforms. It\u2019s useful not only because of its reach, but the details recruiters can find. Many users tend to share their current and past employment details, as well as education and qualifications, for example.<\/p>\n Given the social and sharing nature of the site, it also means that you can gain a lot of insights and information about a potential candidate. This makes it much easier to see ,at a glance, whether a person\u2019s values align with your organisation, as well as what supporting interests and skills they might be able to bring to a role.<\/p>\n<\/div>\n<\/div>\n <\/p>\n While the focus of LinkedIn has always been a professional one (it\u2019s in many ways Facebook for business professionals), it\u2019s become an increasingly important resource for recruiters. The site has a dedicated job section too, so it\u2019s easy to post roles. What\u2019s more, candidates can check out company and recruiter profiles, and vice versa, giving plenty of research opportunity for both sides of the employment equation.<\/p>\n Given that listing employment history and skills is such a prominent feature of LinkedIn, it\u2019s a very valuable and effective way to both advertise jobs for employers, and identify key applicants and talent.<\/p>\n<\/div>\n<\/div>\n <\/p>\n The power of the hashtag shouldn\u2019t be underestimated, and Twitter is the ultimate platform for hashtag trends. It\u2019s also become a major player in social media recruitment. This is down to the fact it\u2019s very easy for both jobseekers and recruiters to find each other, using common searches like #jobhunt, #jobsearch, and so on.<\/p>\n Much like Facebook, it\u2019s also a powerful tool when it comes to understanding more about candidates. You can often glean a lot about someone\u2019s interests, goals, and values from their twitter engagements and who they follow.<\/p>\n<\/div>\n<\/div>\n <\/p>\n <\/p>\n Each platform is a little bit different when it comes to engagement strategy, but there are some overarching guidelines that can be used to make sure your social media recruitment campaign performs as well as possible, whatever platforms you choose to work with.<\/p>\n Much like any social media campaign,recruitment focused or otherwise, it\u2019s important to make sure that all of your company branding is consistent and instantly recognisable across all the platforms your using. This sounds like an obvious step, but it\u2019s easy to overlook. Opportunities will be missed if candidates can\u2019t find you quickly and easily.<\/p>\n Generally, make sure to keep imagery the same, as well as making sure usernames are the same across all platforms so it\u2019s easy to find your page or profile whatever platforms you\u2019re using. Make sure to link to and from your social platforms as much as possible from other resources too, like websites and any other platforms you or your company might use.<\/p>\n Furthermore, it\u2019s important to build up a consistent presence on your platforms, even if you\u2019re not actively advertising for roles all the time. This will keep you in people\u2019s newsfeeds, which in turn can make attracting passive candidates much more of a possibility.<\/p>\n <\/p>\n The key to an effective social recruitment campaign is getting your posts shared as much as possible. As a result, make sure to get other employees or colleagues to spread the word too – this way you tap into their networks as well. This, in turn, can hugely increase the visibility of any advertised roles.<\/p>\n It\u2019s also important to make sure you\u2019re using the right hashtags. You can easily find trending hashtags on Twitter and Instagram for example, so finding ways of working these into your recruitment posts if they\u2019re relevant can give you even more reach.<\/p>\n <\/p>\n Sharing means success on social media, and another sure fire way to get your posts shared is by making them as engaging as possible. This applies to your job posts too. While it\u2019s generally best to keep the actual job description and role responsibilities within a fairly traditional format, you can use your social media posts to really bring out certain aspects of the company culture, exciting elements of the role, or even to inject some humour.<\/p>\n There are a number of examples of companies going a little off-piste with their social job posts to great effect, without even mentioning to much of the actual role itself. These kinds of posts tend to create their own buzz, which in addition to attracting the right candidates, could put your role and company on the radar for passive jobseekers too.<\/p>\n <\/p>\n![\"People](\"\/explore\/wp-content\/uploads\/2019\/08\/photo_2019-08-12_03-04-38-1024x626.jpg\")
<\/p>\nThe Best Social Media Sites for Recruiters<\/h2>\n
\n\u00a0<\/i> Facebook<\/h5>\n
\u00a0<\/i> LinkedIn<\/h5>\n
\u00a0<\/i> Twitter<\/h5>\n
![\"A](\"\/explore\/wp-content\/uploads\/2019\/08\/photo_2019-08-12_03-07-08-1024x682.jpg\")
<\/p>\nHow to Maximise Social Media Recruitment Reach<\/h2>\n
\n\u00a0<\/i> Have a Clear and Consistent Presence<\/h5>\n
\u00a0<\/i> Get Employees and Colleagues to Spread the Word<\/h5>\n
\u00a0<\/i> Create Engaging Content<\/h5>\n