Get your staff involved — Ask your employees to share job posts and other content on their social media networks. Use the appropriate social media platforms — You'll need to understand your candidate persona to determine the best platforms on which to post your job openings. Refer to your employer branding strategy and spend some time on unfamiliar platforms to gauge if they fit in with your culture. Next Steps: Social media really can help you with recruiting. Did you know it can bring in 30–50 percent more applicants?
Special Offer Our step-by-step guide below will help you learn how to use social media as a recruiting tool, making it easier to bring in high-quality applicants that stay in their positions longer, and improve your hiring process. We've also got tips to help you improve employer branding and social recruiting examples. 1. Host a live Q&A via Periscope to meet applicants. Periscope allows you to set up a live video stream from your phone anywhere you can connect, and give others access to that live stream. Besides Q&As, you could also use Periscope to share your company culture with potential applicants by broadcasting company events or a live video stream of your workplace. Download Periscope on your phone. Promote your Periscope Q&A. Make sure you're set up right on launch day. Get familiar with the controls — You'll want to set these to make it easy for the widest audience to participate, so share location, allow anyone to view and comment, and share to Twitter. Do a practice run. Broadcast!
If you spend any time checking out social media branding for large enterprises, you'll notice they have a lot of videos. This probably sounds like something you need to hire a professional to do, right? Turns out the powerful little cameras on our phones, combined with the right light and sound, can produce surprising results. Watch this short video from Wistia — you'll be amazed at what you can accomplish with just a phone and the right techniques. 6. Make passive candidates and social recruiting work for you. If you're using social media to recruit, you're going to end up with a lot of passive candidates, people who weren't actively looking for a job. There's considerable research that says passive candidates don't fare as well as active ones. So, if you're considering a passive candidate, try to find out what is motivating them to consider your position. Are they passionate about the work? To avoid hiring candidates that don't adapt, present them with an accurate picture of what it's like.
Don't sugarcoat the job. 7. Attract candidates to your employer brand with Instagram. Sharing on Facebook isn't what it used to be. These days, it's pretty hard to get attention on Facebook without paying for it. Instagram, on the other hand, has the highest user engagement of any of the top social media, with about 10X more than Facebook and 100X more than Twitter. That's 10–100 times more clicks, likes, shares, etc., per post. It's a great place for building your employer brand, especially with the future in mind, as 67 percent of its users are under 29. 8. Learn about your Facebook audience to improve. You can use Facebook's own built-in insight tools to learn what content is getting traction on your Facebook page. If you created a Facebook page just for employer branding, this will give you data specific to people interested in employment, rather than your company's general followers. Sometimes the easiest way to streamline all of the recruiting that you do through social media is to make use of a software program that can simplify the process.