Social recruiting is the process of using social media to find the best people to work for a company. In fact, a study from Adweek says that 92% of companies employ social media to find new employees. Social recruiting has become more popular in recent years for a reason. GlobalWebIndex says that the average person who uses the internet has more than five different social media accounts. As of this time last year, Facebook had more than 2 billion daily users, Instagram had more than 1 billion, and Twitter had more than 300 million, and these numbers are only going up.

 Now is the time to make these numbers work for you. By adding social media to the recruitment process, you can attract both active and inactive candidates, target your own particular and ideal talent pool, improve your employer brand and business culture, and save money on recruiting costs.

Get in interested candidates

You can find both engaged and passive candidates on social media, which is where they already devote most of their time online. Instead of posting a job description on a job board and waiting for the right applicant to come across you, social recruiting lets you connect with talent in a natural way by engaging in their social pages. This will give you an opportunity to start two-way talks with candidates who could have missed out on their own.

 Even though idle candidates aren’t actively looking for a new job, many of them still use social media to keep up with industry news and trends and learn more about companies they’re interested in. A 2015 LinkedIn Talent Insights study says that 40% of professionals are always networking and looking for fresh opportunities, but only 30% of these individuals are actually looking for work. Because of this, a lot of passive candidates post professional information on their social media profiles so that you can quickly look at their work history and reach out to them. Also, if your company has a good social media presence, both active and inactive applicants will be more likely to follow your account and, hopefully, join your staff.

Select talent from particular sources

Facebook lets you use advanced search filters to find people who fit the profile of your dream candidate. You can set this criterion based on location, industry, or specific keywords, and Facebook will instantly figure out how many of its members suit your search. In the same way, Facebook ads may be set up to target specific candidates instead of all of the platform’s 2 million users. This helps you discover the right group of applicants and get better ones. Adweek says that the average click-through rate for a Facebook ad is 0.9%, which is better than most other methods of advertising.

Improve your employer brand

By promoting your exposure, credibility, and business culture, having an active presence on social media can do a lot to improve your employer brand. You can start to be seen as an expert in your field by sharing news about your industry as well as information about your own business. This will not only encourage candidates to follow you and communicate with you, it will additionally assist you in making links with other experts in your field, which will increase the visibility of your brand.

 You should also think about getting your current workers to promote your business. Social Media Today says that employees’ content gets eight times more interaction than brand channels’ content. A LinkedIn Employer Marketing Statistics report found that candidates trust current employees three times more than managers to give them accurate information about a business. Having your present employees write personal posts will also show off the culture of your company and give candidates a chance to talk to someone there.

Cut back on recruiting costs

Marketing for recruitment can be very expensive, especially if you use a lot of different platforms. On the other hand, starting a social media account is free, and there are social media ads for every budget. Because it is quick and easy, social hiring may also save you money. On social media, you are able to speak to possible candidates for employment in real time, which means you can get answers faster and talk to them more easily. This can help you find good people to work with and recruit the right person faster. Social media is a great way to sell jobs because it lets you connect with potential candidates in an authentic and honest way. But it can be hard for a hiring team that is already busy to keep up with various social platforms, including LinkedIn, your careers page, and posting on job boards.

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