Millennials are now the largest generation in the workforce, and Generation Z is also entering the job market. The recruiting teams across the world are adopting the common rule of marketing and media “meet your audience where they are”.

Reach talent with the right message, in the right place, at the right time – that’s the mantra!

If you are still posting job ads in the newspaper or creating job profiles on career sites, you may want to start using different platforms in conjunction with older methods of job advertising to attract top talent.

The goal of any recruiting team is to attract, engage and hire the top talent from the competitors, who we call as ‘the passive candidates’.

Where can we find the passive candidates?

On Social Media, of course

Social media is no longer a new age tool but it has evolved over the years to better serve businesses. The recruitment sector is one of the main industries that has benefited from social media, with features that can help you to attract top talent who are passive in their job search but are part of the high potential group in their current companies.
Social recruiting works. We know because the statistics says:

  • 73% of Millennials found their last position through a social media site.(Aberdeen Group)
  • 59% of recruiters rated candidates sourced through social media as ‘high quality’.(Jobvite)
  • 21% of candidates said they found their dream job through social media.(Jobvite)
  • 89% of recruiters say they have hired someone off of LinkedIn.(LinkedIn)
  • 69% of active candidates are more likely to apply for a job at a company which manages its employer brand. (Glassdoor)

This is why social recruiting is not just a novel idea but a must-have weapon in the recruiting team’s armor.

Is social recruiting all about posting job adverts on your company’s social media accounts? NO. It goes much beyond.

What are Social Recruiting Best Practices?

Here are the top 5 best practices to leverage social media platforms like LinkedIn, Twitter, Facebook, Pinterest and Instagram for proactively searching for potential candidates, building a relationship with them and encouraging them to apply to your vacant job positions.

Communicate your culture.

Show the world why you are unique and why your company is a great place to work. The best way to do this is to get the visuals out there – post pictures of events, drinks & dinner night, award ceremonies – anything that conveys the message that “this is THE COMPANY people love to work for”. A ‘live video’ streaming of how employee feel challenged and emotionally fulfilled at work can do wonders. Job posts get 36% more applications if accompanied by a recruiting video.

Use relevant hashtags.

The key to recruiting on social media is to cut through the noise and find the right people. Remember to use relevant hashtags in your stories such as #funatwork, #hiring, #developerjobs; this can help you reach the right candidates. Also, include a location hashtag for the city or town of your business. This allows your post to get noticed by the local, potentially employable eyes.

Use niche networks

While the big six – Facebook, LinkedIn, Twitter, Instagram Pinterest, and Snapchat — are still fundamental to many employer’s social recruiting strategies but you can also explore the myriad niche social networks to build loyal, highly engaged audiences with more focused interests and skills. For example, discussion forums like Quora, designers showcasing their portfolio on Dribble, developers sharing knowledge on GitHub and StackOverflow, Marketers debating ideas on Moz and Warrior Forum.

Involve employee advocates

Employees have extensive networks of friends, followers, and connections on social media, and probably, the most potential candidates already exist in their networks. The average employee advocate has approximately 400 LinkedIn contacts, 420 Facebook friends and 360 Twitter followers. On top of that, the content shared by your employees has an 8x higher engagement rate than the content shared by brand channels. Let your current employees get involved with your social recruiting efforts by posting and tweeting their thoughts, images, and videos.

Measure the results

Most companies’ measure rising followers and engagement scores to assess their social recruiting efforts, but this could be misleading. You must dig deeper to see how your efforts are impacting your business goals. For example, what networks are driving the most traffic and focus your efforts on the ones that perform best; find out how many people are landing on your application page who were referred from social media?