Social Media Recruiting: Five Reasons Why it’s Not Working.
Social Media Recruiting can be a powerful tool to attract more applicants and expand the reach of your job postings, but only if used the right way. Many companies just who are just beginning to invest time and resources into social media end up ditching this platform, because they feel it’s not working or because they’re not getting the kinds of responses they’re looking for.
If you’re finding that your social media recruiting strategy isn’t working, check out some of the common ways social media recruiting strategy’s fail, and how you can fix it:
You’re not reaching beyond your followers.
Unless you have a very large following, advertising your job postings to the same group of followers may not provide you with fresh new applicants. While this doesn’t mean you shouldn’t promote a new job posting to your current network, expanding your network by utilizing paid social advertisements will help get your job posting in front of other potential applicants. Linkedin is a great place to start, followed by Facebook.
People are looking, but they can’t find your job postings.
Are your job postings easy to find? On Twitter, many applicants commonly search new job postings using hashtags. Unless your posting is using hashtags, it won’t show up in those searches. Advertising a new post on your Twitter page will help applicants find you and apply to your postings. Also, make sure your job postings are easily displayed on your Facebook and Linkedin pages but separate them into their own sections so postings don’t get lost in frequent updates.
You’re not being social.
There are both passive and active candidates out there. As any recruiter knows, just because a person is employed doesn’t meant they aren’t open to new career opportunities. Use your social networks to build personal relationships with followers that possess desirable skills to your company and start building a pipe line. That way, when a time comes to post a new job, you can directly reach out to those candidates and ask if they’d be interested in submitting their resume for consideration.
You’re assuming Facebook is just for younger generations.
Some companies make the mistake of not using social media because they assume it’s filled with younger generation employees that lack the work experience they’re looking for. Wrong. Studies show that more and more people between the ages of 45-55+ are joining Facebook, equaling out the age demographics among users. By not putting forth a real effort engaging in social media recruiting, you’re missing out on an entire network of people that hold the skills you’re looking for.
Make it easy for applicants to apply online.
When you’re recruiting via social media sites, having an easy way for interested applicants to apply is an important piece to your overall strategy. If you’re finding people are interested in your postings, but not getting people to actually apply – take a look if their information can be submitted easily or not. Do you have a dedicated career page on your site that you’re driving people do? Have you provided an accurate email address to send resumes? Can individuals apply using their Linkedin or other social profile? Taking out extra steps and making things easier for the candidate is the best thing you can do to ensure you’re sealing the deal and capturing those applications.
Lastly, when you’re crafting your messages on social networks, it’s important to remember to try and include some requirements of the position to help weed out unqualified applicants. Posting very general messages could open a flood gate of applicants that may – or may not- be a good thing, so be upfront about what you’re looking for.