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5 no-nos for firms hiring on social media

Written by Guest Author | November 12, 2014 | 0 Comments
Social-sharing-on-iPad-BSPopular social networks like Facebook, LinkedIn and Twitter can be indispensable headhunting tools in the year 2014 – but are you inadvertently deterring candidates from applying for your roles?
It’s not enough just to incorporate social media into your recruitment software, as is possible with our own WR-Fusion software here at Webrecruit. That’s because you also need to know how to use it to get candidates genuinely interested in, rather than turned off, your firm.
Here are five things that can kill a social media recruitment campaign.

1. Constantly posting the same content

 Yes, posting job opportunities on your various social media channels can be a great way to attract attention from good quality people – but are you just posting the same thing over and over?
If you are, it comes across as spammy to potential candidates, who may therefore question whether your vacancy is even a real one. It doesn’t do your organisation’s general online reputation much good, either.

2. Making repeated connection requests 

As long as you have a given LinkedIn user’s email address and the user doesn’t say they don’t know you, you can send them repeated connection requests.
Actually doing so, though, merely appears unprofessional. The same applies to messaging a candidate again about the same kind of role with you that they previously rejected.

3. Sending generic messages

As genuine as you might think your message to a candidate appears, if you’ve crafted it with the intention of sending it to loads of other candidates, the recipient will be able to tell this from a mile away.
The candidate wants to feel like they have been personally headhunted, rather than being the recipient of a generic mass-message. Include a few more personal details about the person in each message to avoid this issue.

4. Offering them irrelevant roles

It might seem like an obvious point, but so many hiring managers make the mistake of offering those in London a job in Manchester, for example, or contacting them about a social media manager post when they are actually a general digital marketing manager with no specific social media experience.
So, the next time you contact a candidate about a certain role, make sure that it’s a role that really is relevant to them

5. Badgering candidates across social media channels 

If you want to truly deter candidates who might have otherwise been receptive to an offer from your company, get in touch with them across all the social media platforms that they use – Facebook, LinkedIn, Twitter, the lot.
Of course, you don’t want to do that – it’ll probably get you reported for spam. If you want to contact a particular candidate, we’d instead advise you to choose one platform and stick with it.
With Webrecruit’s own WR-Fusion recruitment software, you can add modules solely for the social networks that you actually use, helping you to make the most of the hiring possibilities of social media.

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