5 Advantages of Using Social Media in Your Recruitment Advertising Strategy
Social media is by no means a new tool for recruitment. With the rise in popularity of LinkedIn, Twitter and Facebook in recent years, you might think that a large number of recruiters and HR professionals would be utilising it for recruitment advertising purposes.
However, a huge 60% of recruiters still don’t use social media in the recruitment process, according to the Jobvite 2015 Social Recruitment Survey.
But why should you be using social media to recruit and what benefits can it deliver to your HR function?
We explore five of the key advantages of using social media to assist with your recruitment advertising:
1. You can reach those passive candidates
When you advertise your vacancies purely using job boards, you’re limiting your reach to those who are searching for new roles.
Social media is a great tool for tapping into that sought-after pool of potential candidates who aren’t actively seeking a new role but would be open to change if the right opportunity came along.
This is particularly important when recruiting for niche roles, such as Developers or Engineers, where there’s a national skills shortage and candidates are more likely to be snapped up quicker.
2. It’s a great way of showcasing your company culture
Your company website and careers site are the ideal places to shout about your values and how great you are as an employer. However, not as many companies take to their Twitter feed and LinkedIn company page to share photos of their team, update their followers with news and communicate their latest vacancies.
When you share this kind of content on your social media accounts, it will reach people who are already following your company. And what better people to come and work for you than existing advocates of your brand?
3. It allows you to target your vacancies more
If you’re recruiting for a particular job sector, try sharing your vacancies within LinkedIn Groups. There are thousands of professional groups for Engineers, Finance professionals, HR workers…any job sector you can think of.
However, be careful not to spam the group; just remember, you want to attract these potential candidates, not annoy them.
You can also use other social media tools to target your vacancies, such as Twitter hashtags or asking any employees who currently work in a similar role to share the vacancy to their connections.
4. It’s free to use
Okay, so there are features on social media that do cost money. Paid advertising, such as LinkedIn Job Posts and Job Slots come at a price, as will a Recruiter Licence. However, it costs nothing to share your vacancies on your LinkedIn company page or on Twitter or Facebook.
So, why not take advantage of your social media accounts? Just remember to track and report on your success to see which platform is the most effective.
If you don’t feel like you have the time to share your vacancies on social media, just talk to your marketing team and work alongside them. Alternatively, many types of recruitment software have an automated social media sharing feature, such as Webrecruit’s Fusion Plus.
5. Screen your candidates
Social media isn’t just a great tool for advertising your vacancies, it’s also a tool that some employers use to screen candidates.
When you assess a candidate’s application, you can review their skills, previous experience and personal qualities. However, you can’t check for alignment with your company culture and values. This is where the social media check comes in.
A huge 52% of employers have researched candidates on social media, Career Builder found in its 2015 survey.
Of course, you need to pay caution to reviewing someone’s social media profiles without their consent; however, more and more candidates are including links to their LinkedIn, Instagram or Twitter pages within their CVs.
Viewing these profiles will provide you with a glimpse into their hobbies, interests and what kind of information they’re posting, as well as what content they’re engaging with.