Jul 08, 2021

HOW TO USE SOCIAL MEDIA FOR RECRUITMENT?

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We have heard of social media used by millennials and Gen Z to highlight their services and products. 

But have you heard of social media being used for recruitment? And yet this is the latest strategy being adopted by recruiters. The Millenials and Gen Z are fast forming the backbone of the Indian workforce and the recruiters are hot on their heels,  employing social media strategies to up their game. 

Hence it is a smart move to direct your recruiting efforts to social media as the young ones are looking for new job opportunities there. 


Wondering what is meant by social media recruiting and how it differs from other types of recruitment? 

In this type of recruitment, social media platforms are used to advertise job openings and talent databases. Recruiters identify, attract, engage and hire fresh and seasoned talent. They can research the candidates’ profiles to find out the correct fit for the right position

In traditional methods of recruiting, there are formal interviews and group discussions, etc. But in social media recruitment, the recruiter connects directly with the candidates. They engage with the candidates through shared interests,  passions, and friend or professional networks. Formal recruiting methods do not make this possible. 

In this blog, we will be talking about the strategies you can use in social media recruiting

Build your company’s brand and reputation. 

Organically attract candidates by showcasing your company as a great place to work in. The young generation is now looking to be interested in and emotionally invested in their company. Share content that puts the spotlight on your expertise and the ways you make your workspace interesting. 

This will build your brand as one that everyone wants to know about and work for and it will attract the best talent

Use graphics and videos as engaging tools. 

Research has shown that video is one of the most effective forms of social media engagement. It has 10x the impact of other forms of social media and provides a greater return on investment. The human brain processes visual content much faster than text. A video conveys a message more effectively than plain text. 

You can host spontaneous Q&A sessions on the video or give a visual tour of your premises to give a first-hand experience to candidates about your company work culture. 

Incentivize your employees to build your brand story on social media. 

You can offer incentives to your employees to post about recruitment drives of your company on their social media. It has been found that personal recommendations are much more effective than general recruitment announcements. 

However, you should have a company social media policy in place and the employees should be made aware of the guidelines before they post. In this way, your employees can be your best brand ambassadors. 

Use multiple social platforms. 

Network, network, network… It is the mantra to recruitment success on social media. Engage in those specific groups which operate in your area of interest.  Though LinkedIn is considered the best social media platform, it is always better to engage on multiple platforms like Facebook, Instagram, Twitter, etc. 

It is also important to mention that you should formulate a different social media strategy for each channel. LinkedIn and Instagram have completely different ways of working. One size does not fit all. There are different niche networks where your dream candidates may be hanging out. 

For instance, Developers hang out on Github and StackOverflow. Marketers can be found on Warrior Forum and Moz. Sales people use Instagram and Facebook. However 87% of talent hangs out on LinkedIn, so make it a priority. 

Post high-quality content. 

This point cannot be emphasized enough. Low-quality content repels the viewer and defeats your purpose. 

Ensure that your content does not land up as spam. Provide knowledge and answers to what your audience is asking. The logic is simple, social media is all about sharing content. Without this, it would not be social media!! 

You can post videos, blogs, how-to guides, informative talks, images, or graphics. 

The purpose of all your posted media should be to get the maximum likes and shares. 

Your content should not be dreary plain text, but engaging enough to make your post grow viral. 

Build a social media community around your brand and engage potential candidates. 

Don’t just sit there and wait for your candidates to come to you. Be proactive and approach them. Build a community around your brand and make it engaging enough that fresh talent will be attracted to it. 

In your community, talk to them about the benefits of working for your brand and the potential opportunities you are offering. 

Know the power of the Hashtag. 

Be inventive in generating your hashtags. It is not as simple as putting a # in front of a word or a phrase. AI technology and the algorithm system have made it a refined art or science. 

Understand the power of the hashtag and its amazing reach. Know your audience and where your probable candidates hang out. The geography and the demographics of that place. 

Then research appropriate hashtags that target them. However be cautious, a too-popular hashtag can get lost in the traffic. 

Customize your hashtags to your company and its main objectives.

In a nutshell

Social media recruiting is just now in its fledgling phase. But already more than 50% of the recruiters are using this platform. 

First, have a well-thought-out social media strategy. If you fail to plan, then you are planning to fail. 

The benefits are:

  • It is economical as it saves money on costly media campaigns. 
  • You can reach great talent, otherwise not available. 
  • It offers transparency, as you can view a candidate’s credentials beforehand. 
  • When you share your company’s culture on social media sites, you can find people who are looking to work in the exact environment. This means better employee retention. 

All in all, Social Media Recruitment is a winning strategy, which can be effectively utilized by employers to find great talent

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Published by

Kumar Kukunuru

Kumar Kukunuru

Kumar Kukunuru is the Founder & CEO of Techgene. he has successfully delivered services in the Industry for over 16+ years and is an expertise in Onsite/Offshore project management and also experience emerges in Mergers & Acquisitions. Educational Qualifications include Masters Degree in Systems Science.

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