We’ve all heard the term social recruiting, but this term can seem pretty confusing without explanation. What exactly does it mean to socially recruit? 


Put simply it means utilising social media networks for your own recruiting and ultimately finding candidates. There is a range of reasons why social media within recruitment is becoming more popular and successful, mainly in the form of talent databases and advertisement. 


Recruiters are used to picking up the phone, cold calling, and email blasting their candidates which can not only put them off but is also very time-consuming. We share our top tips for adding social media into your recruitment process. 


Which social media platforms should I use? 


Social media is no longer just for private communication between friends and family, it is also a popular platform for business, notably recruiting. You can use any social media network that communicates business, such as, LinkedIn, but also Facebook, Twitter or YouTube. 


The most popular of the social media platforms on both candidate and consultant sides is LinkedIn. This is no surprise as LinkedIn is deemed the world’s largest professional network. LinkedIn is ultimately a directory of professionals organised by job title, location, industry etc., making it a great place to advertise roles.


It is estimated that 115,000 people work in the UK recruitment industry, with nearly all of these people appearing on LinkedIn. 


Benefits of social media for recruitment 


  • Build your brand 


Social media channels offer a variety of opportunities for companies and consultants to communicate with their potential clients. When compared to classic job board postings with advertisements, social media sees a direct contact between the applicant and the recruiter. This could be as easy as a message following a post to ask for more information. 


Utilising your brand and consultants social media channels will allow you to boost your brand and have a consistent voice that is known and trusted by candidates. 


Meaning, social media can build your brand to reap long-term benefits, not just short-term wins. 


Once you have an established brand, everything else will happen a little bit easier. 


  • Build relationships with a passive audience 


Social media can be used to form relationships between the company, consultant and the candidate. You have the ability to reach candidates who are not actively looking for a job but could be in the future. 


So showcasing your expertise and knowledge of the industry they work in gives great potential for the future. 


How you can use social media for recruitment 


  • Stay active 


You must ensure you are remaining active on your social media account as an inactive account can be more harmful than no account. By mapping out your social plan you commit to continually post and keep your name visible. 


  • Add value 


It’s not all about sell, sell, sell, you need to offer value to your community. Alternating your posts between solutions, advice or informative articles will ensure you don’t come across as only a salesperson. Highlight your industry knowledge and show you are an expert in your field. 


  • Be personal 


People have and always will buy from people. So coming across as impersonal will only result in connections scrolling over your content. It has been shown that content which is emotive and opinionated performs best on socials, so ensure your content is vulnerable as you’ll find it easier to foster relationships if you appear relatable. 


  • Find influencers 


By connecting with industry influencers via commenting and adding value to their posts will get your name out there. You’ll be seen among people who are credible which will boost your own credibility simultaneously. 


Social media and the ever-changing job market 


The labour market has drastically changed in recent years with recruiters needing to adjust their way of recruiting. Notably, skill shortages in markets like education, healthcare or construction, many recruiters look to social recruiting as an additional source of candidate attraction.

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