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(those born between 1980 - 2000 and raised online) will soon make up to 50% of Millennials YOUR WORKFORCE.
Rather than ban social media, teach your employees how to use it. It’s everywhere. REMOVE BANS.
As with any form of marketing, you need a STRATEGY. #1
Consider what you need to do online to make sure you STAND OUT.
You don’t need to be on all social networks – only the ones that will fulfil your goals. CHOOSE. Which weapons?
Potential new candidates are most interested in posts about the progress of NEW HIRES. Tell their story.
Share your social recruitment strategy with key stakeholders and GET APPROVAL. Document it.
Once you have a strategy, you need to put it into ACTION. #2
Corporate pages are free to setup and, unlike personal profiles, are OPEN TO ALL. Setup a page.
Don’t prematurely invite people to “like” your new page. WAIT. Ignore the wizard.
This will allow you to see who posted what content to your Facebook page MONITOR IT . Have your own logins.
You can only change it once. Choose an easy to spell and remember name - keep it CONCISE. Be careful.
To keep your username consistent on all social networks, use this site to check if it’s AVAILABLE. namechek.com
Let potential candidates contact you via Facebook’s private messages, to protect PRIVACY. Page settings.
Change the notification settings so you don’t miss any messages. Get them sent by EMAIL. Notifications.
Posts from pages that we don’t interact with on a regular basis are hidden. AFFINITY.
Facebook will hide posts with media types (e.g. video, etc) that you don’t interact with. EDGE WEIGHT.
Post when your page followers are online. Poorly timed posts will be hidden. RECENCY.
Once your Facebook presence is setup, it’s time to work on ATTRACTION. #3
Set ads to show up to those that like or work for other organisations POACH. Advanced targeting.
Import email addresses and target ads only at those people, on Facebook. RECONNECT. Custom audiences.
Setup ads that only appear to users that have already visited your recruitment site. STALK. Retargeting.
Which LinkedIn account you should choose depends on your goals and staff turnover. YOU DECIDE. Free v Paid.
If you’re a regular recruiter or time poor, then a paid account is worth considering. WHICH ONE? Paid accounts:
You’ll likely want to consider the Business or Recruiter Lite accounts, based on YOUR NEEDS.
If you’re a regular recruiter or time poor, then a paid account is worth considering to SAVE TIME.
how social media can be used as a recruitment tool. You now know…