Eight Secrets to Attracting Top Talent through Social Recruiting

While it’s becoming increasingly challenging to win the talent war, having a strong social recruiting strategy in your arsenal can make it easier.

To find the best people, you have to go where they congregate, and today, that’s on social media. In fact, social media has become one of the most effective tools for attracting top Millennial and Gen Z talent. These modern-day networks are far larger than the telephone and mail-based systems of days gone by, giving you access to a massive pool of candidates. Social platforms also allow you to leverage the power of referrals and invite your employees and customers to help in your recruiting efforts.

In today’s tight labor market, there’s never been a better time to master your skills in social recruiting. Follow these eight tips to gain a competitive edge in securing top talent:

1. Identify the right social networks. It’s important to know your audience and what social media channels your candidates use most regularly, since they will be the most beneficial to your recruiting strategy. If you’re seeking to fill a creative position such as an art director or graphic designer, once you locate candidates that interest you, check out their Instagram and Facebook to see more of their work. If you’re seeking candidates for IT, sales or finance, you’re more likely to find the most relevant information on LinkedIn. While LinkedIn, Facebook and Twitter are the most well-known networks, there are numerous other platforms your company could utilize. Try different approaches to figure out which profiles get the highest level of engagement.
2. Tout your amazing brand. Now that you’ll be using your firm’s social media accounts to reach out to prospects, they need to accurately and interestingly reflect your brand. You’re in the business of attracting talent, so highlight what makes your company a great place to work. Is it award winning? Devoted to serving the community? Whatever it is that breathes life to your company culture, share it on your channels and post photos and videos when you can. The more you can demonstrate that yours is a place where people enjoy working, the better your chances of engaging those talented candidates.
3. Learn the ins and outs of each social channel. Because each network is unique, it’s wise to gain an understanding of how each one can best assist your recruitment efforts. For example, using Twitter hashtags such as #hiring or #jobs will help people quickly find your job postings. The LinkedIn Recruiter feature can help you locate passive candidates by recommending the best search filters to find the prospects you need. You can also connect with promising candidates by being active in alumni and industry groups that are hosted by LinkedIn, Facebook and other platforms. By posting messages in those group forums about your need for people with specific expertise, it allows you to cast a wider net.
4. Keep it simple—and visual. Those in the Millennial and Gen Z crowd have grown up around social media and they’re used to endless competition for their attention. For them, less is definitely more. Balancing simplicity with engagement is the key. Today’s social media is also primarily a visual platform, with text taking more of a supporting role. Incorporating images, banners, and videos into your social media recruiting plans is crucial. Even if you’re eager to share every nuance of your amazing employment opportunity in your social media posts, save it for the interview.
5. Implement a regular posting strategy. Potential candidates aren’t going to view your organization as a group of forward-thinking movers and shakers if they see that the last LinkedIn update you shared was in 2014. Create a posting schedule—ideally three or more times per week—and adhere to it.
6. Remember that timing is everything. The shelf life of social media posts is short, so you have a small window of time to reach your ideal candidates. If they’re currently employed, job seekers are most likely to check their social accounts at lunchtime, in the evening and on weekends. Ensure you’re in their feed when they log on by posting just before these peak activity times.
7. Consider social recruiting software. If you’re feeling overwhelmed by the time and responsibility involved in executing a social media recruiting strategy on your own, streamline your process with software. Social recruiting software platforms like Bullhorn, Jobvite and HRS can easily sync your company’s accounts, schedule posts, automate responses, and more.
8. Is paid social advertising right for you? If you’re actively recruiting and your organic efforts aren’t delivering enough viable candidates, you may want to consider some paid advertising campaigns. Facebook, LinkedIn, Twitter, Instagram and other platforms all offer their members the opportunity to use paid ads to extend their reach. Generally inexpensive, you can modify or discontinue these paid campaigns if you’re not getting the desired results. You can also tweak the demographic profile of your audience, your message, or your budget at any given time.

Honing your organization’s social media competencies can significantly improve the success of your recruitment initiatives in the long run. Is your organization ready to implement a more effective social recruitment strategy? The HR Team can help! Please reach out to our friendly team of skilled professionals today.

About The HR Team: Founded in 1996, The HR Team is a Maryland-based human resources outsourcing firm committed to developing  strategic, customized  solutions that respond to the unique needs and cultures of organizations of all types and sizes. Available as a one-source alternative to an in-house HR department or on an à la carte project basis, the company’s flexible service models address the full spectrum of HR needs that many organizations struggle to address. The HR Team helps clients achieve their highest level of success by providing value-driven human resources services that leave them time to focus on what they do best: directing business growth and profitability. Headquartered in Columbia, Maryland, the firm serves all of Maryland, Washington, DC, and Virginia. To learn more about The HR Team, call 410.381.9700 or visit https://www.thehrteam.com/.