Posted on: 22 November 2019
How to find your next team member with social media
Recruitment for businesses can be a difficult process. You will spend time, and maybe even money, looking to fill a position, and still not have a new team member who is the right fit for your culture or the position, and then you’re back to square one.
By using the traditional recruitment channels such as agencies, job boards or referrals, you could be making it difficult to get a clear sense of your candidates’ ability or personality. This can make it hard to gauge whether a candidate is right for the role.
Because of this, more and more businesses are relying on social media to find new candidates for job roles. Read on to see how you could also adopt this approach to find new candidates.
Which channels should I use?
The three most popular social media channels for recruitment are Facebook, LinkedIn and Twitter. Each platform has its own positive and negative aspects depending on your needs. So which channel, or channels, should you use?
In June 2019, Facebook announced that it had 2.41 billion users, making it the largest social media platform in the world. This makes it a great place for recruiting for diversity because there is such a wide range of people to choose from! Facebook allows its users to list their employment history so that you can see their experience without needing a CV, but they can also list their interests so you get a chance to see who they really are. When posting a job advert, you can add the location of the vacancy so that people within commuting distance can find you.
However, because there is a huge amount of information on Facebook, smaller companies may find it difficult to find the time to search and process it all.
LinkedIn is known as the professional social network because of the focus on connecting LinkedIn users to other users as business contacts. LinkedIn also allows users to directly connect with potential employers, so there is a small chance that you don’t need to actively recruit, as members can find you. Similarly to Facebook, you can also post job vacancies on LinkedIn, including details about the location of the vacancy.
As a professional social network, users can upload information about previous experience and the companies that they have worked for, so you can get a good look at their professional past.
Since being taken over from Facebook in 2012 and following a $1bn cash injection, Instagram became one of the most popular social media platforms, especially with the 18-34 age group. In 2019, Instagram reached over 1bn monthly average users. One of the reasons Instagram became so popular was because of the need for more visual content, such as images or videos, which Instagram focusses on.
Because of Instagram’s capability for marketing, it could be an ideal place to find a candidate for a marketing role, it also allows you to show off your business or your products, allowing a candidate to find out more about your business.
How should I recruit?
Take a look at some of the strategies that you can use to get the most out of recruiting using social media:
Recruiting through social media is an ongoing process. It is also a long term investment that you will need to make sure that you continue to keep up to date.
Your social media channels aren’t just a way for you to tell your followers about your business. Use social media as a way of communicating with the community who follow you. Remember, it’s a social tool, so have some conversations!
Use your current employees to talk about how great your company is on their social channels. This will encourage more people to explore your business page, and could also drive potential candidates your way for a vacancy.
Keep an eye on your followers
People who regularly engage with your social media pages may do so with a level of expertise. Keep an eye on those people, as they could prove to be assets to your business, as employees.
Easy mobile access
We live in an age where almost anything that could be done on a computer can now be done from the palm of your hand. Because of this, you should make your recruitment as easy as possible to follow with a mobile phone, so that candidates can easily read or reply to your recruitment efforts.
Advantages of using social media for recruitment
Why is social media such a great tool to find potential candidates for your business?
- Using social media to find candidates could be free or low cost, but it will cost your time.
- You can directly engage with those who take an interest in working for your business.
- You can easily spread messages on social media.
- Passive job seekers can easily find your vacancies when scrolling through their own social media.
- Again, the term social means that people will be talking about and sharing your vacancy, which means you are more likely to get some good referrals.
Disadvantages of using social media for recruitment
As with most things, whilst there are positives to using social media, there can also be some negatives. By no means an exhaustive list, but some of the negatives are as follows:
- It is yet unknown whether or not social media is a cost-effective way of recruiting. Using paid methods such as agencies may tend to source better candidates.
- Whilst you may not get a whole view of a person at an interview stage, social media can also give an inaccurate view of your candidate.
- Using social media as a sole recruitment tool could alienate some worthwhile candidates who may not be active users. Make sure that you also have other recruitment activities that complement your social media recruitment drive.
- Because you have access to a huge amount of information about the candidates that you source from social media, you could be vulnerable to accusations of discrimination against certain candidates.
- Spending too much time going through social media applications could be costly for smaller businesses who could be dedicating that time to other projects.
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Source: Zywave inc – Success With Social Media – Recruiting With Social Media
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