There are a lot of things to consider when a business uses social media filtering as a part of the recruiting process. As traditional hiring practices go by the wayside, more businesses are seeking more modern, advanced ways of recruiting...enter social media.
Social media filtering require that you go through the profiles of potential candidates. You’ll need to have a solid knowledge base of the social platforms your candidates use most and know how to best investigate personality traits from their posts. Here are some helpful hints for using social media filtering during your hiring process.
The biggest connectors on Twitter are hashtags. There’s a good chance that the candidates you are looking for on social media are not following you already. A hashtag is something that can be clicked on, showing you posts from people not connected to you using that hashtag.
You want to try and not use hashtags that are super popular and have nothing to do with your recruiting targets. The easiest hashtag for recruiting is your company and the word “#jobs”. This should also be paired with existing hashtags, such as “#jobs,” “#employment,” “#work,” etc. Geographical locations can also be helpful, such as #phillyjobs.
This platform is business focused social network. Sure, you can reach people on Twitter, Facebook, Instagram, Snapchat etc., but with LinkedIn you know that “business” is the top priority of users. For recruiting, you should have a company page on LinkedIn, instead of trying to network through your profile. Make sure that your messages, such as the job description is clear and concise. That said, proceed with caution; it’s very easy to go down the wrong track when you’re using LinkedIn as a recruiting tool. An example of this is the "shotgun" approach where you send out tons of InMail messages that aren't catered to a unique candidate's profile. This will produce highly inefficient response rates.
Instagram has the highest user engagement of any social media platform, and half of its users are under the age of 29. If you are looking to recruit people who have graduated college, but still might have some experience, this platform is great for you. Make sure your brand logo is featured as your profile picture, and your account is a business account. You can also use hashtags like you do with Twitter to attract interest to you.
Each of these platforms are unique and have techniques that work best for them alone. However, there are tips and tricks that work well across all social media platforms.
Research the time of day people are looking for jobs, be it on their lunch break, mid-afternoon, or first thing in the morning. Make sure your posts are being sent at times that will maximize your exposure, ensuring that the most potential recruits will see what you’ve got to say.
Getting employees to share your posts on social media is important. If employees are willing to share on social media and say positive things about your company, it’s an indicator that your organization places a high value on maintaining a good company culture. This will definitely attract recruits who will mesh well with your current employees and enrich your culture even further.
Take pictures inside the office and highlight your people and culture. Capture photos of employees enjoying their jobs, happy customers, and showcase in an interesting way the products that your company offers. People can spot stock photos a mile away; not only are they kind of cheesy, but they also put a false face on your organization. Use photos of your actual staff working in your actual office, and it will lend an air of credibility and authenticity to your website.
Your clients and customers are not the same as the people you want to hire. Therefore, the way you attract them to your site will be different. You can create a separate blog on your site that works to organically bring in quality job hunters. These pages and blog posts can also act as landing pages for your paid recruiting ads.
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