Traditional recruiting methods are no longer effective without a social media recruiting strategy added to it. Employers who use social media to hire candidates have found a 49% improvement in the quality of their hires.  On the other side, 59% of employees have said that a company’s social media presence has helped them make a positive decision on joining the organization. Smaller organizations and start-ups have found that using a good social media recruiting strategy has helped them to attract the best talent. If you are not already using social media for recruiting then here is how you go about it.

3 Best practices of employers using social media for hiring

Social recruiting is now an established term in recruitment marketing. It goes beyond just sharing new job openings on your social media company pages. Social recruiting is using social media networks like LinkedIn, Facebook etc to proactively search for passive candidates, build a relationship with them and get them to apply for your open job positions. Follow these best practices to find, attract and hire talent.

  1. Understand where your audience is

How to recruit people in the digital age requires recruiters to go where they are. Social media channels can go beyond LinkedIn and Facebook. For example, Starbucks uses Instagram to create its employer brand and use it actively for its hiring strategy. Facebook, LinkedIn and Twitter are the most popular social media channels in the U.S but it is not always so for other countries. In fact, Instagram is where you can find bright young minds while millennials are more active on Facebook and Twitter. Employers using social media for hiring must familiarize themselves with different social media channel requirements and sometimes go beyond the usual. Marketers can be found on Moz and Warriors Forum. Target developers on GitHub and StackOverflow.

2. Use a personal touch when making the first contact

This is where many recruiters fail. Finding candidates whom you’d like to hire is just the start. Reaching out to them with a message that makes them respond is essential. Most people, even on professional networks are bombarded with a lot of information and even messages. When they receive what appears to be a copy and paste message or a LinkedIn Inmail message template, they often ignore them. Effective recruiters use personalized messages to reach out to talented individuals, particularly for niche positions. A tip is to use something from their online profile as a conversation opener to explain why you think they will suit the position you are hiring for.

3. Build your company’s online presence

Social recruiting needs you to also build a brand online. Every time you reach out to a passive candidate, they will do a bit of digging to know more about your company. This will go beyond your website and social media is your voice. In fact, every potential candidate will look your company up to know about the culture and work ethos.

Your social media presence should focus your brand as an authority in a specific field. Also, share content that puts your company in a spotlight as a great place to work. Get a few tips from companies that are constantly talked about. They have already done the groundwork and you can use their learnings. By sharing your company’s culture online, you can make sure that candidates you recruit know if they have a good cultural fit  with your company’s values.Above all, ensure that you are consistent. Keep the same voice, even if the strategy might change for different social media channels.

Employers using social media for hiring have the big advantage of seeing a candidate’s credentials first hand even without a resume. Even traditional hiring methods have recruiters checking candidate’s social media profiles to look at their work profiles and recommendations. This is more effective than a referral check. Ultimately, social recruiting can save money as these strategies cost next to nothing and all it needs is time.