Social media platforms play an important role in hiring in today’s scenario. Use the tips mentioned in this article. We’ve put together all the information you need to get you started!

Social media platforms are useful tools these days where people can connect and share tidbits of their lives. Also, these sites have become very resourceful for job seekers and recruiters at the same time, with so many candidates actively using sites like Twitter, Facebook and LinkedIn to find jobs and hiring managers listing jobs in hopes of finding the right candidates. suitable for each position.

Social media platforms can be difficult to navigate, especially when searching for candidates. However, when used correctly, these networks can help you locate professionals who might be a perfect fit for a position with your company. In fact, in 2017, it was reported that 87% of recruiters use LinkedIn to find candidates and 55% use Facebook. On the other hand, about 47% of recruiters use Twitter.

But how can you use each social media platform to its fullest to find the right candidate? We’ll discuss all of that and more in this article so you can go ahead and build the perfect team for your company. Keep reading.

Social networks and tips on how to use them for hiring candidates

Not all social media platforms reflect the same strengths. All of them have different characteristics, which means that you should have different recruiting strategies for each of them. Before going ahead with a social media platform, make sure you are aware of all the features of that platform.

LINKEDIN:

Linked to Facebook, Twitter or other platforms, Linked to a useful network for recruitment and job search. It is the world’s largest trusted professional network. Both recruiters and job seekers use LinkedIn frequently. Now how can you use it to find potential candidates for a position? One of the best LinkedIn features that one can use to search for candidates is InMail. It is the messaging feature on LinkedIn, through which you can send personalized messages to job applicants. It is a facility where the recruiter can create a compelling message to reach the interested person. The response rate is quite high compared to traditional email.

Second, you can search for potential candidates using keywords. If keywords are mentioned in candidate profiles when you find them, it becomes easier to search for them. Also, consider working on your company profile. If you want candidates to contact you, make sure your company profile conveys the right message.

Post regular status updates and company information to reach out to candidates and let them know what’s going on. Keep your profile up to date and post job offers to find the right candidates for the required position. You can then also use LinkedIn ads. This will allow you to target a particular section of the audience using job titles, company size, industry, and other important criteria. Furthermore, you can also promote your LinkedIn profile on other platforms. Share the link to your business profile on your website, email campaigns, and other social media platforms like Facebook and Twitter. This will give you greater visibility and candidates will contact you quickly.

FACEBOOK:

Facebook may be known primarily for social networking, but it has added professional networking to its basket of features. Its versatile user base makes Facebook a great source of candidates. You will meet all ethnicities, genders, and age groups, allowing you to build a team of professionals who come from diverse backgrounds. Facebook now has a Jobs tab, which means you can post jobs from your profile and attract the right candidates. The first thing you would want to do is create a perfect company page. Make sure it is a Page that users like and thus follow all the updates about your Company. Remember that your Page should be actively posting Updates in addition to announcing job openings at your company. It should also be a platform where users actively participate and share their opinions. Accordingly, encourage your current employees to comment and share the posts so that job candidates take notice. Also, be sure to engage with all users who share or comment on your posts. It does not matter if the user response is negative or positive. By actively participating in ongoing activity on the Page, it shows that you are responsible.

For successful recruiting on Facebook, you can also use Facebook ads. This way, you can target the right audience. With Facebook ads, you can also specify certain demographics like age, location, etc., to find the exact candidate you are looking for. Therefore, Facebook allows you to reach the potential candidate through its filters. You can also join community groups to advertise career fairs, networking events, and the like. Such events allow you to meet potential candidates in advance. You can also use special tools, like SignalHire, to make your search easier.

Using SignalHire, you can get better information about your candidates, and the platform even allows you to find someone by phone number on Facebook.

TWITTER:

Twitter may seem like a microblogging website for celebrities to share their ideas, but it’s invaluable to recruiters. Twitter only supports up to 280 characters, which means one has to say a few one-liners and be done with it.

To make your profile attractive and eye-catching, use photos, videos or gifs to attract attention. Before you start using Twitter to find candidates, make sure you create a profile that is engaging and has relevant information. Add a profile picture, your company name, and a good bio to build a large audience.

Initially, your profile should be created in such a way that visitors respond to your profile in every way. Then, to further enhance your profile, add a few tweets and a couple of relevant posts and then start following people. Search for people on Twitter using keywords and follow contacts relevant to your industry or users who may have skills for the role you want to fill. The more you follow people, the more chances you have of being followed back. In this way, you will be able to build a network of prospects. Twitter has over 300 million users, which means you have plenty of potential candidates to build your company with. To do that, you need to start posting frequently using your created profile. Share updates about your business and posts that reflect your company’s journey. To make your tweets more visible, the best thing you can do is use hashtags.

Hashtags are a great way to see your posts from the right people who are desperately looking for a job. Use hashtags like #job, #career, #sales and more. This way, job seekers will be able to access your tweets quickly.

To take full advantage of Twitter’s capabilities, you need to think of it as more than just a job posting platform. Use the platform to keep potential candidates interested in your company by sharing witty updates and stories about your company. Announce upcoming events and other important company opportunities through your Twitter account. Educate candidates about your corporate culture through the profile you manage. You can also use your Twitter profile to dig deeper into the goals of the company and your main job.

In today’s world, where companies work by the motto of employee satisfaction, candidates gravitate toward companies that have morals that align with their own. To resonate with candidates, let them know your views and let them share your company’s policies and ideals.

INSTAGRAM

You might think that Instagram is a slightly less sought after option for job seekers, but you’d be surprised. What makes Instagram such a powerful source is its stunning visual media driven environment. You can grab the attention of candidates by using a lot of visual media like photos and videos. In the same way as on Twitter, you can also use relevant hashtags to get the attention of potential candidates. Plus, share real-time stories about what’s happening at your business. The more active you are, the more chances you have of getting the ideal candidate. Plus, Instagram is an amazing way to reach millennials across a broad demographic. With Instagram, you will be able to find young talents. However, you must remember that you cannot keep posting the same thing on different channels. All social media platforms work differently, which means you have to create your posts and messages differently. Regarding Instagram, use more informal language (but keep it professional) and tools like Reels and Stories to leverage sales.

Final Thoughts: The recruitment process can take time. In this candidate-driven marketplace, where so many companies are searching for the perfect professionals, it can take time to find the right people, especially with limited resources.

Fortunately, social media platforms have more to offer than you might think. By keeping the above tips in mind, you can transform your social profiles into a great source for finding candidates.