Online recruiting is about finding quality candidates and making connections with them. The idea businesses can recruit and hire using social media is no longer a gimmick. It’s now a vital channel for sourcing candidates and promoting company culture. 

And, where best to make connections with people during these trying times than on social media, where people hang out online to express ideas and interact with each other anyway?

People go to different communities to share what’s on their mind and converse with like-minded people. Social media sites have become the focal point for online interaction so as a recruiter, it’s important to utilize these networks to connect with candidates!

Some companies use social media to recruit candidates but not all are doing it successfully so we are here to show you how you can recruit from social media. We will also discuss the benefits of social media recruiting and some ways you can connect with talented people online.

First things first, every company should develop its own unique social media recruiting strategy.

  • You will want to participate in the right conversations. The key to recruiting on social media is to cut through the noise and find the right people. Being active in LinkedIn groups and using hashtags are great ways to get your job openings in front of candidates you want to apply for. For example, #devjobs or #Seattlehiring can help you reach the right candidates on Twitter.
  • Take a soft approach and promote your culture! Social media recruiting goes beyond posting open roles from company accounts. You should also share content that shows your company is a great place to work so you can organically attract candidates. People love talking about companies with unique cultures so this type of content often gets a lot of shares.
  • Don’t overlook the niche networks. Sure, everyone and their parents are on Facebook, LinkedIn, and Twitter these days. But you can find specific candidates by perusing niche networks and forums. For example, developers are sharing knowledge on GitHub and StackOverflow. Marketers are bouncing ideas off each other on Moz and Warrior Forum. And your next leader may have just provided a thought-provoking answer on Quora. Go beyond the traditional networks and expand your recruiting techniques. 
  • Involve every employee. You likely have some social media power users in your workplace. Encourage your entire staff to share openings and, in general, be an evangelist for your brand on social media! 
  • Help your recruiters grow a social media presence. Corporate accounts can only accomplish so much. Individual recruiters can make person-to-person connections with candidates but should first know social media best practices and use their accounts on a regular basis.

Let’s talk about LinkedIn for a bit.

As you already know, out of all the social media networks, LinkedIn is probably the best one for recruiting. Nearly everyone with an established career has a LinkedIn profile. You can use the site to attract active candidates and connect with passive ones. Here are a few tips for getting started at LinkedIn recruiting.

  1. Fully complete your brand page. A completed company page shows up in LinkedIn search results and gives you the opportunity to showcase your company culture. Job searchers will find the page, see your openings, and learn everything they need to know about your organization.
  • Use filters to find the right candidates! This is super important. Since there are so many people on LinkedIn, recruiters are able to use filters to find potential candidates. For example, you can search by location, current, and past company, years of experience, and a number of other factors that help you zero-in on candidates who check all the boxes.
  • Reach out with a personal touch. Experienced and talented people hear from a lot of recruiters on LinkedIn. Don’t copy and paste the same message to everyone you try to connect with. Instead, mention what about the candidate caught your attention and makes you think they would be a good fit for your company. Also, remember that you’re trying to sell them on a job so showcase the highlights of the job as well!

Some of the benefits of social media recruiting include:

  1. Reach the elusive passive candidate. Social media is the best way to find and connect with passive candidates. LinkedIn is essentially a directory of professionals organized by industry, company, job title, and a number of other categories.
  2. Find a great culture fit. Social media allows you to learn what a person’s hobbies are and even conclude what sort of personality they have. 
  3. See talent and passion firsthand. Many people use social media to make it known they love their career. You can find passionate people and learn what amazing work they’ve done and the creative ideas they have.
  4. Get resumes details without a resume. On LinkedIn, and to some extent Facebook, you can view a person’s complete work and education history. You’ll know if a candidate has the experience the role calls for before you reach out to them.
  5. Save money. Unless you promote job openings through paid campaigns, social media recruiting is completely free! Who doesn’t love that?

Last but not least, it’s important to note that what works for one company may not necessarily work for another. As mentioned earlier, you want to create a social media recruiting strategy that makes sense for your company and the roles you’re hiring for. 

A social media recruiting strategy should be an extension of your broader recruiting and social media strategies!