Last Updated on September 20, 2024
Millions of people have taken their job searching to social media boosting the
chance for recruiters to find the perfect match. The digital realm has made
traditional recruiting fade in most companies. Posting a job opening and conducting an interview is no longer enough. As companies learn that expanding and crafting their platforms will help attract and retain top talent.
It has become more and more important for recruiters to take advantage of the popularity and adaptability of social media platforms as they compete to
hire top talent.They’ll be able to cut down the time it takes to recruit a new employee, have the ability to display their company brand, reach passive and active job seekers, and find the right candidate who fits with the company culture.
3 Reasons Recruiters Need to Use Social Media for Talent Acquisition:
#1: Cutting through to get the right people in front of you
Scouting for the right person can take hours, but there are now ways you can easily type out what you’re looking for in an employee. This includes personality, qualifications, background, and skill set.
Platforms such as LinkedIn where people get to showcase their education, past work experience, and different abilities for companies to view. In just a few taps you can see if this person might be exactly what you’re looking for based on their profile.
#2: Building your company brand
One of the best parts of social media is being able to showcase your brand on all platforms. You can use videos, graphics, photos, etc to show what kind of company you are and what you value. According to research, “68 % of talent acquisition leaders agree that social professional networks are one of the most effective tools for spreading awareness about employer brands.”Â
Integrating your company culture into all your social platforms helps filter out candidates who wouldn’t be a great fit. Optimizing different platforms to show different parts of the company increases awareness and engagement. You can share company news, client and employee testimonials, and relevant news that potential recruits would find interesting. Those types of tactics can help create and build relationships while establishing a trustworthy brand. You can make it as professional, fun, and creative as you want. After establishing a good number of followers you can pull applications from the list of people following your site and connect with them to see if they’d be a great fit. This also it helps spread the word about your company and it can potentially bring in more referrals.
#3: Attracting Passive & Active Candidates
Attracting passive candidates is always a bit harder than active seekers. Tapping into the passive candidate pool can be a little harder for employers seeing as they’re not searching for a job, however, they might be the perfect fit for your company. Most passive people are comfortable with the job they have so unless there’s a certain post or content material about a certain position that really catches their attention, they won’t want to make a switch.
This is where building connections and relationships play a big role. This is why many companies are switching over to social media because it can help you expand your talent pool by presenting your company and its jobs to potential candidates.
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Emily Rushton, Founder and CEO of Hire Integrated, has over a decade of experience in recruitment, helping companies solve high-volume hiring challenges. Her unique, storytelling approach has made her a trusted leader in the industry, helping both businesses and candidates succeed.
