5 Social Media Recruitment Tips

Ève Chaîné
April 28 2021

With over 80% of the Canadian adult population using social media, recruiting on these platforms is now a must. Due to the labour shortage, competition for the best talent is fierce. Candidates are spoiled for choice when it comes to selecting an employer, and that’s why organizations that want to attract new talent must distinguish themselves by giving special care to their social media platforms. It is important to communicate the culture and colors of your company. In the following paragraphs, you will find five tips to help you position yourself wisely on social media to make your recruitment process easier!

Tip #1: Build a Social Media Presence

This first tip may seem obvious, but it’s the foundation of your social media recruitment process. Having a presence on social networks is not limited to creating pages or accounts in your company’s name.

Once this step is completed, you must nurture your social channels. It is by publishing relevant and quality content on a regular basis that you will be able to engage your audience and eventually grow your community. Social media platforms are recruitment tools that should not be neglected and they are great platforms to help your employer brand shine, which leads us to the next tip…

Tip #2: Make Your Employer Brand Shine

A best practice for your content calendar is to include posts in which you will highlight your employer brand. It is important to remember that through your social platforms, you will eventually reach passive candidates. It is by publishing attractive employer brand content that you will succeed in converting these passive candidates into active ones. Wondering what kinds of posts spark interest in candidates? Here are some examples:

  • Put your employees in the spotlight: Introduce the latest recruits, congratulate your employees on a promotion, share employee testimonials or salute your employees who get involved in good causes outside of work hours!
  • Are you holding in-house parties, cocktail receptions, etc.? Take advantage of this opportunity to take some pictures and share your festivities on social networks!
  • Give your future colleagues a tour of your work environment!

Tip #3: Choose the Right Social Media Platforms

It is not enough to be on social media, you also need to be on the right platforms. You should orient your recruitment strategy according to the candidate persona you develop. Obviously, you will not proceed in the same way for all your positions, your strategies will be tailored. Do the last few lines seem a little vague? Here are two examples to help you understand:

  • McDonald’s: In an effort to recruit Canadian millennials, the U.S. fast food giant has partnered with Snapchat to launch the “Snapplication.” It’s a flexible and simple application process that allows candidates to choose a Snapchat filter with the employer’s image with which they can record a 30-second video explaining why they want to work at McDonald’s. This video is later uploaded to the restaurant chain’s hiring portal.
  • Lost Boys: This Paris-based ad agency used its LinkedIn, Twitter and Instagram accounts to post five riddles under the concept of “Guess the ad. Get the job.” in order to recruit an intern. Using emojis to evoke famous advertisements, only candidates with a good knowledge of advertising could decipher the riddles, giving access to the email address to apply. An innovative campaign that also allowed for a pre-selection!

Tip #4: Use LinkedIn Recruiter

LinkedIn is a goldmine of candidates with diverse profiles. By using LinkedIn Recruiter to recruit, you have access to an impressive array of tools to streamline your process. InMails, unlimited profile views, automatic candidate tracking, advanced searches and candidate suggestions are just a few examples. With social media platforms, such as LinkedIn, you have the opportunity to find candidates that you would not have found otherwise. Additionally, consider exploring the optional LinkedHelper tool for an efficient and time-saving candidate search.

Seize the opportunity and get in touch with these candidates via their personal profiles! Whether they are passively or actively looking for a job, don’t hesitate to make the first move to talk about your opportunities. At the same time, take the opportunity to refer candidates directly to your website, where they can learn more about your company and immerse themselves in your employer brand.

Tip #5: Make a Good Impression!

First impressions count, even on social media. Related to the previous tip, it is important to mention that your approach throughout the recruitment process with the candidate will be decisive. Two words must hold your attention: “human” and “authenticity”, whether behind a screen or not. When a candidate agrees to talk to you, whether or not they are interested in your opportunity, know how to ask the right questions. This is an opportunity to learn more about the candidate, to gather more information about the job market, but also to expand your network. First impressions count, and these days it’s so easy to leave a rating or review on Glassdoor, Facebook and Google. Checking out these ratings and reviews is a common practice among job seekers, who form an idea of your company through them.

It is important to note that your social media recruitment efforts should be ongoing, not just effective when you have positions to fill. The key to effective social media recruiting is to tailor your message to your target audience while staying aligned with the strategy already in place in your organization. Whether it’s for recruitment, employer branding or anything else that encompasses HR marketing, it’s undeniable that today, human resources and marketing work together. The recruitment methods used a decade ago are no longer effective. Take the step to social media and use it as a way to get your name out there!

Psst… Nothing better than an ATS to streamline your recruitment processes. Wanna see Folks ATS in action? Request your free demo now!

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