Social media are very quickly becoming a standard part of recruiting. However, it is marketers who have the most experience with this communication channel, which is why we should use them as our inspiration. Practical recommendations for taking advantage of the marketers’ experience in recruiting via social networks were brought by recruitingtrends.com.
1. Get permission to send your messages
Use the same principle you use when, for example, you offer discount vouchers on your website to those who register there and give you their email address. Always offer visitors of your social network site the possibility to register for free for your mailing list or for your talent community. In addition to the community itself, also offer various practical career management recommendations. Regularly send out a newsletter with news.
2. Build your community
It’s not enough to just publish your job openings on social networks. Good marketers know how to engage their target group in active communication. Organize contests, share funny videos, ask all kinds of questions... Create a calendar in which you’ll plan regular updates of your contributions on social networks.
3. Offer solutions to their problems
Write down a list of the problems that your ideal potential employees must currently face. Then regularly present your suggestions for handling these problems in your contributions on social networks. Also try incorporating these suggestions directly into the job offers.
4. Support curiosity
Curiosity is a strong emotion that will keep bringing potential employees back to you. That’s why on social networks you need to create descriptions of job openings that also include a more detailed description on your website. Come up with questions where the candidates will have to search your company’s history for the answers. Try to stimulate curiosity by specifying who should not apply, such as “Do not apply for this position if you are happy where you are, don’t have a passion for….”
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