Nowadays, we use social media for many different purposes, including recruiting talented employees. Social media platforms are one of the most effective and convenient ways to hire, as it minimizes the work the HR manager has to do while ensuring that they get the right person for each job. With that said, here are six tips on how to make the most of your social media recruitment campaign:
1. Improve the consensus of your company
The first thing you should do when you’re looking to recruit people using social media is to check for how the general labour market views your brand. This can be done in many ways, from looking at the employee review scores or searching your company name on job forum sites and seeing what comes up. Once you understand the general consensus of how your company is viewed, you can adjust your recruitment posts accordingly to help people have a better understanding of the work culture and expectations.
2. Choose the right platform
There are many different social media platforms out there; all of them have a distinct purpose and characteristics that attract certain types of people. Therefore, you need to understand the platform and what it aims to do so that you can advertise your job post more effectively. Listed below are some tips you can use for these specific platforms:
LinkedIn is a professional social networking site, which means that it’s the best platform for recruiting. You should make your LinkedIn page looks and feels as professional as possible to create a competitive edge against your competitors who may be looking to hire the same type of people.
Facebook has a job feature that allows people to look for career opportunities. Consider posting your recruitment ads on Facebook’s job listing platform.
Instagram isn’t exactly the go-to place for recruiters, but it still has some potential, especially for those in the visual design industry. If you’re looking for an architect, photographer, interior designer, or computer graphic artist, it may still be a viable option.
Twitter is an amazing place to increase your brand presence, as the platform has quite an extensive reach. You can simply tweet a link to your recruitment site and add a bit of text to drive more traffic and conversion on your recruitment ads.
3. Give all the necessary information in the job listing
When people land on your recruitment page, they shouldn’t have to look for any additional information anywhere else. You want to make sure that you include all the necessities such as the contact information, job description, company history, salary, and everything else in between. This will help to increase the conversion rates of your posts, which means that you will get more candidates without having to do any extra work. Additionally, it will help to minimize confusion and frustration, which is imperative for the reputation of your business.
4. Be honest with your expectations
When you’re looking to recruit someone to work with you, it’s essential that you set clear expectations right from the get-go. There’s no point in hiring someone for a job, only to have them quit within the next month because of misaligned expectations. Therefore, you should use the same voice to speak with the candidates as you would with the rest of the employees. This way, it will help to eliminate the unqualified candidates and to help them have a more accurate expectation of how it will be like working for you.
5. Make your ads feel genuine
One of the best ways to entice people to work for you is to make your company feel as “humanized” as possible. Gone are the days when you can post a job ad and expect the best results, especially on social media. You want to show the candidates that you are a company of people, with life, emotions, culture, and aspirations. This will help make your company feel more relatable to the candidates, which will help them to be more open to the idea of working with you.
6. Research the best demographic for your campaign
It’s of the utmost importance that you target the right demographic with your job ads on social media. The reach of these platforms is massive, so it’s essential that you cut out the noise by narrowing down the audience you’re looking to target. For example, if you’re looking for a young, entry-level programmer, you shouldn’t set the age limit to 35, as most people at that age would already be at the manager-level position.
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