Social Media Basics for Recruiting

Social media recruiting is no longer a novelty, it’s an absolute must-have tool in your recruiting toolbox. Today, 94% of professional recruiters have a defined social media strategy for acquiring talent and a whopping 59% of employees say that their company’s social media presence influenced their decision to accept their current job. If your HR team isn’t using social media to attract talent, you could be losing out on great candidates. Here are some social media basics for recruiting to get things going.

“Sharing social media is a game changer at CSS!  Our marketing department has done a stellar job posting on linked in, facebook, and on our website.  I have watched other internal relationship builders take the time to like and share posts to point that I am now focusing myself on doing this three times a week!  Thank you, Ally Reinhardt!  In the interest of sharing posts – just do it! says Steve Scovner, Account Executive, Contemporary Staffing.

Choose The Right Platforms

Do not try to have a presence on every single social media platform. Trying to do too much is a recipe for failure. First and foremost, you should be on LinkedIn. Next, consult the marketing department to see which social media platforms are the most effective and popular for the company and stick with those. Once you master two or three platforms, you can expand if and when it makes sense.

Tell People You’re Hiring

In the description of your company in your social media profiles, add a line that says you are always looking for great people to join your team. This allows passive and active candidates alike to see that you’re hiring.

Know Your Hashtags

Active and passive candidates will use hashtags to find job postings on social media.  They will search goth generic hashtags like #jobs and #JacksonvilleJobs as well as hashtags related to their specific field like #developers, #custserv, #marketing, etc. Before posting an opening on social media, do a quick search for relevant hashtags to help your posting to be found. You can use tools like  Hashtracking or TweetBinder to help you out.

Put Personality Into Job Posts

Your job posts on social media don’t have to be boring. In fact, if you want them to be noticed and shared, it pays to put some personality into it. Try something like:

Happy Hump Day, #accountants! There is a #CPA #jobopening in our #Philly office. (We serve #cheesesteaks every Friday) Learn more: [link to posting].

Ask Employees To Share Job Posts

Utilize your tech-savvy workforce to help you spread the word about social job posts. Always make sure that you have a defined social media policy in place so they understand what is expected of them. It would be detrimental for someone to share a post on Facebook the same day they post a lengthy diatribe complaining about their manager.

Show Your Company Culture

Take advantage of video and photos to show what it’s like to work with your organization. Give a video tour of the office, take shots and video of company parties or the morning bagel tray, and showcase the fun side of daily life with your company.

Social media is an effective way to enhance your overall talent acquisition strategy. However, it takes a great deal of time to implement social media in a meaningful way, and most internal HR teams are already stretched to the limit. If you are looking for new ways to attract the best and the brightest, of if you are looking for HR professionals who know how to take advantage of technology for recruiting, reach out to the HR recruiting experts at Contemporary Staffing Solutions to discuss your goals and we will help you develop a strategy to get you there.