How can you find the ideal candidate with the help of social networking? What role does brand image play? Over time, the digitalisation of the working world has also impacted the recruitment process. Currently, we are in the era of “social recruiting”, where social networks have become an important channel when recruiting talent, as they represent a source of valuable information and more opportunities for both recruiters and candidates. In this article, we will explain how to recruit candidates through social networks and several key aspects to consider.
Social recruiting consists of recruiting talent through social media and facilitates interaction between recruiters and candidates. In this sense, platforms such as LinkedIn, Facebook, Twitter or Instagram are used as channels to connect interested parties.
Social Network presence is an essential element of recruitment, which allows the creation of brand image for both the company and the personal brand of a candidate.
On the one hand, 81% of organizations consult the social networks of pre-selected candidates before making a decision (according to the 2019 report by Connected Talent of Infoempleo and the professional services firm EY). According to an expert in digital strategy, Christophe Ginisty, social networks give the possibility of forming a more rounded applicant profile due to their added human aspect and personality that goes beyond selection criteria based on academic degrees and diplomas .
On the other hand, the publications, interactions and communication of the values of a company in any social network help to construct an image of the employer. Therefore, it is important to highlight the good practices of an organization in the profiles of the different platforms.
To find the ideal candidate on social networks, a company must have consistent profiles on the platforms where they are present, establish a recruitment strategy (publication of job offers, communication with candidates, search for profiles, etc.) and start with defining the desired professional profile :
Correctly Write The Job Offer
It is recommended to include the company description, a link to the website, the sector of activity, the job description, the type of contract and duration (if temporary), the place and hours of work, the start date and expected salary.
Note : By including a link to the ad on the company's website, there is a chance that a potential candidate will find other offers that are better suited to their profile.
LinkedIn is one of the most widely used online recruiting platforms and has a community of over 690 million users worldwide. In this professional social network , companies can post job advertisements and enhance their brand image through their profile. Likewise, human resources professionals have the following solutions :
The platform gives the possibility to publish job offers on an organization's commercial page for free , which also appear in the Jobs section or in the Marketplace. It is common for these posts to be shared by other users, who also often tag their friends, which increases the impact of the ad. The job posting tool allows you to track applications and contact the most suitable applicants through Messenger.
It is worth mentioning that Facebook is one of the social networks preferred by recruiters to obtain information about candidates through their profiles.
Twitter and Instagram are other social networks that some HR professionals consult to find information about applicants and, to a lesser extent, they are used to publish vacancies and interact with users. However, Instagram , especially, has been seen as an excellent channel to show potential candidates the daily life of a company and thus attract their attention.
Note : Remember that it is important to include your company's contact information in your profile bio to receive applications.
As a recruiter, there are numerous advantages to finding talent through social media. Of course, you can also rely on other digital channels, such as general or specialized job portals and your company website.
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