Leveraging Social Media for Effective Recruitment
Recent studies have revealed that a giant 93% of recruiters (including us!) exploit social media when recruiting for a vacant position.
Although many of the recruiters have been using social media to attract a higher number of and better quality candidates, only a few truly realize the extent to which Social Media can benefit them.
We have only scratched the surface, and proper training and practice can improve our recruiting efforts to hire better candidates, in less time and low cost.
We have already listed a few reasons for considering learning more about Social Media for Effective Recruitment. Have a look at this short video to get the gist.
In this blog let us talk about 2 more reasons for anyone who isn’t convinced yet and for all those on the verge of making a decision about whether to or not to take Social Media Recruitment seriously.
Think about the massive network of potential employees
and how you can reach them with such ease.
With the ease of internet access, the number of social media users in India stands at 400.3 in 2021. That’s huge!
Social Media, if used properly, can act as the biggest pool of candidates with easy access to you, and vice versa.
Not only this, but you can showcase your authority – how nice your products/services are, how lovely your workplace is, how happy your employees are, and so on.
Suppose your company has 50 employees, so you have 50 employees active on LinkedIn with nearly 200 connections each – this means you can target 10,000 1st degree connections.
And people are spending an excess of their free time on social media, idling around, or looking for jobs. And you can reach 10,000 of such people.
For this reason, candidates killing time online can make it very easy for them to be found by recruiters (and for you to find them).
There are free and paid web analytics tools
to help recruiters become more efficient.
Some social-media sites offer satisfactory and free in-built analytics to help you understand the demographics of the audience you are reaching. For others, you may have to spend some money to access the data.
The aim of using the analytics tool is to optimize your/ your organization’s recruitment and hiring process. The data-driven insights, along with predictive analysis can help you make faster and more accurate decisions.
It isn’t enough to post a job listing, you have to build a reputation first. For this, you need to understand and optimize your online presence.
Recruiters who use analytics tend to outperform those who don’t. And now you know why. Managing your digital reputation is an important factor in your job search.
How a Recruiter can use Analytics Tools effectively
Top traffic sources
This will let you know where your posts are leading the viewers to go to your website.
Certain Analytics Tools also tell you which posts are fetching the highest CTR Click -Through-Rates. You would want to post more content of that type.
The right keywords
When recruiting on social media, using the right keywords is crucial. You want to use keywords your target candidates are searching for.
If you’ve been using the same listings for a while now, chances are that you’re unaware of better keywords that might get you more candidates. You can use free online keyword tools to look for high-volume keywords.
Time of day/week
Most Social Media Analytics Tools tell you what would be a good time to post. This is important because it enables you to ensure that maximum people can see your content or job listing.
The perfect time to post would depend on your target audience – their occupation, geography, level of seniority. You should post when your audience is online and engaging otherwise the platform’s algorithm will ensure that your content is easily lost.
As you might be aware by now, there are many reasons for you to use Social Media for Effective Recruitment.
But to use it to help you be a better recruiter, you might want to learn about it.
Social Media is here to stay. And its role in Recruitment will only grow further.
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