Digital Marketing Insights

For companies, it is always about finding the right candidate for the right job. With the advent of social media, it has never been easier for companies to achieve this objective. Recruiters today are spending more time on social networking websites such as Twitter, Facebook, and LinkedIn than on telephone calls to recruit talent.

More than half the companies present on social media; generally fail to have a social media strategy. These companies face the risk of ignoring an increasingly dynamic and expanding audience. As reported on Mashable, recent social media statistics show that more than 60 percent of adults are connected to one or more social networks, while 23 percent of their time online is spent on social networking activities. This makes it very important for companies that do not use social media to recruit; to take a plunge into the space.

The following tips should be kept in mind by a company that is trying to recruit online:

• The company’s presence across the major social media platforms is very important. Start by sharing links of job postings on your website and build the image of a recruiter among your target audience. Let them know that you are interested in giving them an opportunity to build a successful career with the company. Once you build a number of loyal followers on your social media profiles, begin sharing job openings on your social media profiles too.
• Use the right social network to target the right kind of audience.  People at different levels in an organization will tend to share information on an open platform differently. For example, a fresh graduate might be open to talking about a job offering on an open platform like Facebook or Twitter; but a more experienced candidate might not be so. A platform like LinkedIn will probably be more appropriate to target this experienced candidate.
• A less time intensive option for job advertising is to use a job-focused twitter search engine like www.twitjobsearch.com; which is more prolific and also easier to use.
• Facebook allows you to target a specific audience for your job postings. With this, you can target people according to their interests, their gender, their age and their location.

• Track the relevant active job seekers on online platforms and begin a conversation with them, showcasing the job opportunity in your firm.
• Be creative and communicate the messages in a manner that makes them stand out from the messages and conversations of your competitors. Your social media agency can help you out with this.

• Flaunt the benefits of working for the firm in an innovative fashion, which might end up getting shared by admirers or even potential applicants; thus helping to spread the word.

Have you ever recruited using social media? Would you consider using social media platforms to look for a new job or a switch? Can recruitment be the focus and objective of a digital marketing strategy? Do share your thoughts and opinions!

Atish Hemade