The prospect of finding top-level talent for your business can be a daunting one. How can you not only reach the right people but also stand out in your recruiting? And how can you leverage social media in ways that help you find the right talent?

Today we're diving into the nuances of social media recruiting in 2024 and beyond. We'll cover the top do's and don'ts of utilizing social media, so that you can find the right candidates for your job openings. And we'll talk about the future of using social media for recruiting, to thrive in the years to come.

Understanding Social Media Recruiting

Social media recruiting is all about using platforms like LinkedIn, Facebook, and Twitter to find and hire new employees.

It's a way to meet people where they already spend a lot of their time. It's a smart move because most of us are on social media every day.

This method is changing how companies find new talent. Gone are the days of just posting job ads in newspapers or on job boards. Now, recruiters can have real conversations with potential candidates online.

One big reason social media is so popular for recruiting is that it lets companies show off what they're all about. They can share their culture, values, and what makes them unique.

This isn't just about bragging. It's about connecting with people who share the same values and would fit in well with the team. When candidates see this, they can decide if they would like to be a part of the company before they even apply.

Another plus is the wide reach of social media. With just a few clicks, job postings can reach thousands of people. This is great for finding a lot of candidates, but it's also helpful for finding the right kind of candidate.

Recruiters can use specific tools on social media to target their search. For example, they can focus on people with certain skills or who live in a specific area.

But it's not all about just posting jobs. Social media allows companies to talk with potential hires in a more personal way. They can answer questions, share news, and give a behind-the-scenes look at what it's like to work there.

This makes the whole process feel more human and less like a transaction.

The Do's of Social Media Recruiting

As with any recruiting method, there are do's and don'ts that you should try to follow. Let's first dive into some of the most important do's.

Developing a Clear Employer Brand

Having a strong employer brand is like having a good reputation. It's what people think of when they hear your company's name.

On social media, showing off your company culture and values is important. This isn't just about the perks or the office space. It's about what you stand for.

Are you all about innovation? Do you put your employees first? Social media is your stage to share this.

You can post pictures from team events or share stories about how your products make a difference. You can celebrate your employees' achievements.

This gives potential candidates a real feel for what it's like to work with you. It attracts people who not only have the skills but also fit in with your culture.

Engaging With Your Audience

Talking to potential hires on social media should feel like a conversation, not a sales pitch. You want to create content that gets people talking.

This could be asking questions about what they look for in an employer, creating polls, or sharing interesting articles related to your industry.

It's all about getting people to interact. When they do, make sure you respond. Whether it's a comment, a question, or a concern, show that you're listening.

This two-way communication builds a connection. It makes people feel valued and more interested in your company.

Plus, by doing this, you're not just looking for any candidate. You're looking for people who are genuinely interested in what you do and who you are as a company.

Utilizing Targeted Advertising

Targeted advertising on social media can be a game-changer for recruiting. It allows you to reach people who fit the specific profile you're looking for. For example, if you're looking for a graphic designer, you can use ads to reach people with that job title or those interested in design.

It starts with knowing who you want to hire. Once you have that, social media platforms have tools to help you create ads that speak directly to these people.

You can choose factors like job titles, interests, and even locations to make sure your ad finds the right eyes. This approach helps to make sure that your job opportunities get in front of the people most likely to be interested and qualified.

Inclusive and Diverse Recruiting Practices

Make sure your social media recruiting reflects diversity and inclusivity. It's about showing that your company is a place where everyone is welcome and valued.

One way to do this is by sharing content that celebrates diversity. This could be stories about employees from different backgrounds or posts that highlight your company's commitment to inclusivity.

It's also important to check that your language and images are welcoming to all. This approach helps attract a diverse pool of candidates. And it also builds a company culture that people want to be part of.

The Don'ts of Social Media Recruiting

There are also some things you want to avoid. Let's dive into some of the don'ts of social media recruiting.

Overlooking Candidate Experience

Not paying enough attention to the candidate's experience can really set you back. Imagine being excited about a job but then getting lost in a confusing application process. It's frustrating and might make you give up.

That's why companies need to make applying as clear and simple as possible. Also, when candidates reach out with questions, getting a quick response shows that the company cares.

This kind of interaction makes a big difference. It can turn someone who's just looking into a serious applicant. Making sure candidates have a good experience from start to finish is a smart way to attract the best people to your company.

Ignoring Data Privacy and Legal Concerns

When you're recruiting on social media, you can't forget about data privacy and the law.

When you collect resumes or contact information, you're handling personal data. This means you have to follow laws that protect people's privacy. Not doing so can lead to big problems, like fines or lawsuits.

Plus, candidates want to know their information is safe with you. Showing that you take data protection seriously is good for your reputation and tells people you're a trustworthy company.

Failing to Measure and Analyze Performance

Keeping track of how well your social media recruiting efforts are doing is really important. You need to know things like how many people see your posts, how many apply, and how many of those applicants are a good fit.

This info helps you understand what works and what doesn't. There are tools available that can show you these metrics. They can tell you a lot about your recruitment campaigns.

Using this data, you can make smarter decisions about where to put your efforts and money.

Neglecting Other Recruiting Channels

Relying only on social media for recruiting is like putting all your eggs in one basket. It's risky.

Social media is powerful, but it's not the only way to find great candidates. Some people might not be active on social platforms or prefer other methods to find job opportunities.

That's why it's smart to use a mix of recruiting strategies. Going to career fairs, posting on job boards, and getting word-of-mouth referrals are all good tactics.

Combining these with social media can make your recruiting efforts much stronger. It's about reaching potential candidates where they are, not just where it's easiest for us.

Maximizing Social Media for Employee Onboarding

Using social media for employee onboarding is like giving new hires a head start. It's about making them feel welcome and part of the team before they even step into the office.

Social media can help new employees get a feel for the company culture and what it stands for.

Groups or pages dedicated to employees can be a place where newcomers get to know their teammates. They can see photos and stories from company events and volunteer activities. You can even show them simple everyday moments at work.

This can make them feel connected and excited about joining the team.

Another smart move is using social media to share useful information. Think about creating welcome videos, FAQs, or quick tips about working at the company.

You can even have current employees share their stories or advice for getting started. This not only makes onboarding more interactive but also more personal.

Onboarding through social media also opens up direct lines of communication. New hires can ask questions and get quick responses. This back-and-forth can help clear up any uncertainties and make the transition smoother.

Plus, it's a way for new employees to start building relationships, even before their first day.

The goal is to make new hires feel welcome and informed. And to get them excited to be starting!

Social media is a tool that can make the onboarding process more engaging and effective. It's about creating a sense of belonging from the start. And that can make a big difference in how new employees see their place in the company.

Future Trends in Social Media Recruiting

Social media recruiting is set to evolve in exciting ways. New technologies and platforms are emerging, changing how companies connect with potential employees.

One trend is the increasing use of artificial intelligence to make recruiting on social media more efficient.

AI can help by quickly sorting through profiles to find the best matches for a job. This means recruiters can spend less time on manual searches and more time on getting to know the top candidates.

Another area to watch is the rise of video content. Videos offer a dynamic way to showcase company culture and job roles.

They can make job postings more engaging and help candidates see themselves as part of the team. We're also seeing more platforms that focus on professional networking and career development.

These specialized sites provide new ways for companies to reach out to job seekers who are actively looking to advance their careers.

Privacy and Data

Privacy and data security will continue to be important. As social media becomes a bigger part of recruiting new employees, companies need to be careful about how they handle personal information.

Making sure that data is secure and that recruiting practices meet legal standards is essential. Candidates are more likely to trust and engage with companies that respect their privacy.

Finally, the way we think about work is changing. More people are looking for flexibility in where and how they work.

Social media recruiting can adapt to this shift by highlighting opportunities for remote work and flexible hours. And they can focus on any other trending benefits that meet candidates' changing expectations.

Companies that stay adaptable and open to new ideas will be the ones that succeed in attracting top talent. Keeping up with trends in social media recruiting will be key to finding and engaging the best candidates in a competitive job market.

Social Media Recruiting for the Best Results

Mastering social media recruiting is essential for businesses to thrive in the digital age. By embracing the evolving landscape, companies can connect with top talent in meaningful ways. Staying informed and adaptable will ensure that social media remains a powerful tool.

At ProIQ, we're trailblazers, leaders, navigators, climbers, and partners helping your business grow stronger. We're a team of passionate and dedicated adventurers with experience in marketing, recruiting, sales, operations, data analytics, strategy, and finance - focused on one thing: helping your business to grow stronger and market smarter. Get in touch today to find out how we can help you!

Why settle for the traditional when geofencing recruiting is reshaping the way businesses connect with local talent? This cutting-edge approach isn't just changing the game. It's creating a new playing field where precision meets opportunity.

Imagine tapping into a reservoir of talent precisely where they thrive, transforming the quest for the ideal candidate from a broad sweep to a targeted engagement. Geofencing recruiting offers a unique blend of technology and strategy to find top talent.

As we explore the intricacies of this method, you'll discover how it not only enhances candidate recruitment but also streamlines the entire hiring process. Ready to see how this technology can revolutionize your recruiting optimization? Stay with us to learn how you can turn the tide in your favor, making every recruitment effort count by directly addressing and solving the very pain points you've been battling.

What is Geofencing Recruiting?

Geofencing recruiting is a smart way for businesses to connect with potential job candidates. It uses technology to create a virtual boundary around a specific location. When people enter this area with their smartphones, companies can send them job ads.

It's like setting up a digital sign that only shows up on phones within a certain spot, like near a university, a business hub, or even a competitor's location.

How Does It Work?

This strategy taps into GPS or RFID technology to pinpoint devices entering the defined zone. Once someone steps into this virtual fence, it triggers the system to send targeted job ads to their mobile device.

Imagine you're trying to hire for a tech company in a bustling city. By setting up a geofence around tech conferences or educational institutions known for their IT programs, you can directly reach out to individuals who are likely to have the skills you need.

This method ensures that your recruitment efforts are focused and efficient because you can reach out to those who are most relevant and interested.

The Power of a Geofencing Strategy

A solid geofencing strategy can significantly improve how a company finds and attracts talent. It allows for precise targeting by ensuring that job advertisements are only seen by those in specific locations where potential candidates might be. This could include areas known for high foot traffic of professionals in your industry or locations near events related to your field.

The beauty of this approach is its efficiency. Instead of casting a wide net and hoping to catch the right candidates, geofencing allows businesses to place their opportunities directly in front of the people most likely to be interested, increasing the chances of attracting qualified applicants.

Benefits of Geofencing Recruiting

In the competitive world of recruitment, finding innovative ways to connect with the right candidates is crucial. Geofencing recruiting emerges as a standout solution by offering a range of benefits that can transform the hiring process.

Targeting the Right Audience

One major benefit of geofencing recruiting is its ability to zero in on the right audience. By setting up virtual boundaries in strategic locations, companies can ensure their job ads reach local talent who are most likely to be interested in the positions they offer.

This targeted approach is more efficient than traditional advertising methods that cast a wide net, hoping to catch a few relevant candidates among many. Geofencing ensures that the message reaches individuals in specific locations, whether it's a tech hub for IT professionals or a medical complex for healthcare workers.

Engaging Local Talent

The focus on local talent is a game-changer for businesses looking to hire. Geofencing makes it possible to engage with individuals who already live in the area or those who are visiting for professional reasons, like conferences or networking events.

This local focus increases the likelihood of attracting candidates who are not only qualified but also interested in working for a company in their community. It's a direct line to those who fit the bill perfectly. Geofencing recruiting reduces the need for relocation packages and the risk of hiring someone who might not stick around because of geographical mismatch.

Cost-Effectiveness and ROI

Geofencing recruiting is also cost-effective. Traditional recruitment methods can be like throwing darts in the dark, with significant investment needed for broad-reaching ads that may or may not hit the mark.

Geofencing, on the other hand, allows for more precise spending. Companies only pay to target specific areas, which means their budget goes directly toward reaching potential candidates, not wasted on uninterested parties.

This targeted approach can lead to higher ROI. The chances of engaging and hiring the right candidate through geofencing are significantly higher.

A Competitive Edge in Employer Branding

Finally, using geofencing in recruiting gives companies a competitive edge in employer branding. In today's job market, standing out as an employer of choice is crucial. Geofencing allows businesses to showcase their innovation and commitment to finding the best talent in creative ways.

It sends a message that a company is forward-thinking and willing to invest in cutting-edge technology to build its team. This can make a big difference in attracting top candidates who are looking for dynamic and progressive employers.

Strategies for Successful Geofencing Recruiting

In the realm of recruitment, geofencing stands out as a powerful tool to attract the right candidates. However, success with geofencing recruiting doesn't just happen. It requires a well-thought-out strategy.

By focusing on specific tactics, businesses can ensure their geofencing efforts hit the mark every time.

Understanding Your Audience

The first step to a successful geofencing campaign is knowing who you're trying to reach. This means digging deep to understand the profile of your ideal candidate.

• What are their interests?
• Where do they spend their time?
• Are they fresh graduates or seasoned professionals looking for a change?

By answering these questions, you can tailor your geofencing efforts to areas frequented by your target candidates.

Crafting Compelling Content

Once you know who your audience is, the next step is to catch their attention with engaging content. This involves creating ads that speak directly to the interests and needs of potential candidates. The content should be clear, concise, and compelling, whether it's a job posting or a video about your company culture.

The goal is to make them want to learn more about the opportunities you're offering.

Selecting Strategic Locations

The effectiveness of your geofencing recruiting strategy heavily depends on selecting the right locations. Think about where your ideal candidates are likely to be. This could include industry-specific conferences, universities, or even competitor locations.

The idea is to place your geofence in spots where it will have the most impact to ensure your ads are seen by people with the skills and interest in joining your team.

Engaging and Directing Candidates

Getting potential candidates to see your ad is only part of the equation. The next crucial step is to engage them and guide them towards taking action. This is where user-friendly landing pages come into play.

These pages should provide all the necessary information about the job in an easy-to-digest format. This makes it simple for candidates to apply or learn more about your company. A smooth and straightforward application process is key to keeping their interest high.

Analyzing and Tweaking Your Approach

Finally, no geofencing recruiting strategy is set in stone. The digital landscape is always changing, and so are the behaviors of job seekers.

By continuously monitoring the performance of your campaigns, you can gain valuable insights into what works and what doesn't. This might mean:

• Adjusting your geofences
• Tweaking your ad content
• Trying different platforms

The goal is to refine your approach based on real-world data to ensure your geofencing efforts remain as effective as possible.

Overcoming Challenges in Geofencing Recruiting

Implementing geofencing in recruiting presents unique challenges, but with the right strategies, businesses can navigate these hurdles effectively. Understanding these obstacles is the first step toward crafting a resilient geofencing recruiting strategy.

Addressing Privacy Concerns

One of the primary challenges is the concern over privacy. Candidates value their personal information and are wary of how it's used. To address this, transparency is key.

Clearly communicate how and why you're using geofencing technology, including the type of data collected and how it will be protected. Ensuring compliance with data protection regulations, such as GDPR in Europe or CCPA in California, not only builds trust with potential candidates but also safeguards your company against legal issues.

Technical Troubleshooting

Technical glitches can also pose a challenge. The precision of geofencing depends on the seamless integration of software and hardware, which isn't always foolproof.

Regular testing and monitoring of your geofencing campaigns can help identify and resolve issues quickly. Partnering with reputable technology providers ensures you have support when needed to keep your campaigns running smoothly.

Crafting Compelling Content

Another hurdle is creating content that resonates with the target audience. With the limited attention span of users, your message needs to be engaging and relevant.

A/B testing different ad formats, messages, and visuals can help determine what works best for your audience. Tailoring content to the interests and needs of the specific demographic you're targeting within the geofenced area enhances engagement rates.

Legal and Ethical Considerations

While geofencing recruiting offers numerous advantages, it also raises legal and ethical considerations that businesses must navigate carefully. Here are key points to consider.

Ethical Targeting Practices

Ethical considerations come into play when determining how and where to set up geofences. While targeting competitors' locations might seem like a strategic move, it raises ethical questions about respect for competitors and potential intrusion into personal boundaries. Adopting a transparent and respectful approach in targeting practices is essential.

Protecting Candidate Data

With the collection of location data comes the responsibility to protect it. Companies must implement robust security measures to prevent unauthorized access and data breaches. This includes regular security audits and ensuring that third-party vendors handling data adhere to stringent security standards.

Balancing Innovation with Respect

As digital recruiting technologies evolve, finding the balance between innovative strategies and respecting candidate privacy and ethics becomes increasingly important. Companies that successfully navigate these legal and ethical considerations will not only enhance their recruiting efforts but also position themselves as ethical employers in the eyes of potential hires.

The Future of Digital Recruiting

The landscape of digital recruiting is constantly evolving, shaped by technological advancements and changing candidate expectations. Geofencing recruiting, once a novel approach, is now at the forefront of this transformation by offering precision and personalization in targeting potential hires.

As we look ahead, several trends are poised to further revolutionize the recruitment process.

Embracing Mobile-First Strategies

With the increasing use of smartphones for job searches, mobile-first strategies have become crucial. Geofencing is inherently mobile-centric and allows recruiters to reach candidates through the devices they use most.

This trend is expected to grow, with more companies optimizing their recruitment content and application processes for mobile users.

Integration of AI and Machine Learning

Artificial intelligence (AI) and machine learning are making significant inroads into recruitment, from AI-driven candidate screening to predictive analytics for identifying potential hires. Geofencing can be enhanced with AI to analyze data on candidate movement patterns by optimizing campaign timings and locations for maximum impact.

Rise of Recruitment Automation

Automation is streamlining many aspects of recruitment, from posting job ads to scheduling interviews. Geofencing can be integrated into automated workflows by triggering targeted ads based on specific criteria, such as a candidate entering a geofenced area or attending a relevant event. This can help to increase efficiency and reduce manual effort.

Unlock the Future of Recruitment

Geofencing recruiting is revolutionizing the approach to hiring by offering a laser-focused strategy to attract the right candidates. By leveraging precise location-based targeting, businesses are now empowered to not only reach but also engage local talent like never before.

ProIQ stands at the forefront of this innovation, blending data-driven insights with cutting-edge technology to enhance your recruitment strategy. Our unique approach ensures that your company connects with the best talent available.

Contact us today to explore how we can tailor our talent advisory solutions to your unique needs and set a new standard for excellence in your hiring practices.

When it comes to recruiting top talent, LinkedIn has positioned itself as the ideal platform. With over 1 billion users from 200 countries, there are 49 million professionals seeking employment on the platform each week.

This is why recruiting on LinkedIn is a popular strategy among top brands. However, consistently finding the right hires on the platform goes beyond having an active profile. You need to develop a strategic approach and a recruitment marketing funnel that ensures you consistently find and attract the best candidates.

In this article, you'll find invaluable insights into social recruiting and how you can leverage LinkedIn's talent pool to give your business an edge over rivals.

Why Recruit on LinkedIn?

As a social media platform, LinkedIn falls behind Facebook, Twitter, and Instagram when it comes to monthly active users. However, it's still the number one option for recruiters.

Why is that?

Well, it's simple. Beyond the social element, LinkedIn's mission is to "Connect the world's professionals to make them more productive and successful". Because of this, it has the highest concentration of professionals actively looking for jobs.

Moreover, there are platform benefits that make it ideal for social recruiting:

• Mobile-friendliness- As soon as your job postings go live, they'll be pushed to the mobile devices of candidates, increasing your reach
• Designed for professional engagement- With a design centered on enhancing and building professional networks, it is much easier to identify and engage professionals
• Go-to platform for job seekers- Thanks to years of branding and success stories, most job seekers begin their search on LinkedIn

Top 10 Strategies for Recruiting on LinkedIn

Now that you know how recruiting on LinkedIn can power your company's growth, it's time to learn how to capitalize on it. Considering that over 67 million companies have a LinkedIn profile, you need the right strategy to stand out to candidates.

1. Join Industry-Specific LinkedIn Groups

Beyond the personal and business profiles, there are LinkedIn groups for nearly every geography, industry, function, and subsets of each of those. Each group caters to the needs of unique target audiences in particular sectors. As such, networking in LinkedIn groups is a great way to begin your hunt for candidates.

In these groups, you'll find experts, entrepreneurs, and job seekers in your industry. Beyond serving your recruiting needs, it's a great way to know what's happening in your sector and forge partnerships.

Depending on the group's rules, you can post job openings for members to apply to. With some groups having tens of thousands of members, you can have plenty of leads in a short time.

Alternatively, you can contact suitable candidates without posting on the group. Once you're in a group, you can access its members by clicking the "See all" button in the member's right-corner section. From there, you can explore to find the members with the appropriate experience and qualifications for the role.

While you can find suitable job candidates quickly in LinkedIn groups, avoid being spammy, as it's against the rules of most groups. In addition, it ruins the perception group members have of your brand.

2. Regularly Sharing Job Posts and Articles on Your LinkedIn Page

At its core, recruiting is about filling positions before they become vacant. Rather than wait until you need someone to fill a position to begin looking for candidates, you start early. Such an approach helps you get higher-quality leads and saves you money on recruiting.

Adopting a similar approach to LinkedIn recruiting will also yield better results. Before posting job openings, begin engaging with your audience and making your brand more recognizable.

An easy way to achieve this is by sharing articles and posting regularly on your LinkedIn Company page. Such posts can range from industry news to insights about your company and employees. This is an effective long-term strategy because people want to work at brands that they recognize and know what to expect as employees.

If your posts get engagement, be sure to respond to comments and address concerns or inquiries promptly. As you do this consistently, potential candidates will want to join your company long before you post vacancies.

3. Harness the Power of Keywords

If you want the competitive edge that comes with top talent, your recruiting goals should go beyond filling positions; it should be about finding the perfect fit. To do this, you'll need to go beneath the surface of the talent pool to find suitable candidates.

This is where keywords come into play. Incorporating particular phrases or words can help you hone in on specific qualifications or competencies. So, begin by determining what you expect or desire from an ideal candidate and create a list of keywords for those attributes.

As you do this, focus on key elements such as the job title, tag lines, skills, location, candidate experience, certification, etc. With your list, use LinkedIn's search options and start filtering. For better results, it's advisable to use a boolean search as it will help pinpoint candidates that meet your expectations.

While you'll have numerous recommendations, you may have better results reaching out to candidates within your network.

4. Search for Passive Candidates

According to LinkedIn recruiting statistics, passive candidates account for 70% of the global workforce. While these individuals are not actively seeking a job, many are open to new opportunities.

To tap into this talent pool, you should search for individuals holding similar roles and add them to your recruitment marketing funnel. As you begin outreach, ensure you capture their attention with a well-crafted message.

Some of the measures you can take to optimize cold outreach results for passive candidates include:

• Create a short and captivating subject line
• Mention a mutual connection, such as an employee
• Tailor each message to the recipient
• Add unique benefits they'll get from your company
• Include a CTA and mention the next steps if they're interested

5. Take Advantage of LinkedIn Private Mode to View Candidate Profiles

Anytime you view a person's profile, LinkedIn normally notifies them. As a recruiter, having candidates know you're looking at their profile is not ideal. Considering you'll have to go to their profiles multiple times, it will not present a good image of your brand.

The good thing is that LinkedIn has a private mode that allows you to view candidates' profiles in secret. This feature allows you to remain in control of when and whether or not they find out you're interested in hiring them.

You can turn on private view by scrolling to the LinkedIn Settings & Privacy section, clicking on "Profile viewing options", and then selecting "Private View".

6. Develop an Organization System for Candidates

With a large talent pool across your network and groups, expect numerous applications. Along with coming from different sources, you'll have to review each candidate and others multiple times, making it challenging to manage them.

As a result, it's not uncommon for LinkedIn recruiters to lose great candidates. To avoid this scenario, you should leverage LeadDelta. This tool makes it easy to manage LinkedIn users even if they're not in your network.

Anytime you view a candidate's profile, you'll see a Lead Delta sidebar prompting you to add their profile to Lead Delta. Furthermore, you can apply custom tags to each candidate to simplify management. Aside from their stage in the recruiting marketing funnel, these tags can group them according to the suitable role, priority level, etc.

7. Use Templates to Increase Your Reach

You'll rarely ever be short of things to do as a recruiter. Therefore, the last thing you want to do is add to have time-consuming recruitment process. With plenty of candidates to reach out to, crafting new messages for each will take too long.

Moreover, it comes with the risk of sending subpar outreach messages that are either not opened or fail to persuade candidates. Instead, have a well-crafted template that may only require minor tweaks. Along with expediting the process, a good template will also improve results.

8. Optimize Your LinkedIn Company Page

As an employer, how candidates perceive your brand greatly impacts your ability to attract top talent. This is why taking proactive measures to improve your employer branding is essential.

In such pursuits, your LinkedIn company page is an invaluable asset. Use it to show potential candidates what your organization represents and how you treat employees. Aside from inbound recruiting with curated content, you can also use the following tools to improve your employer branding:

• Employee testimonials
• Press releases
• Recruitment videos
• Compelling graphics

By showing candidates that your employees have a positive work experience, they'll also want to join your company.

9. Take Advantage of Your Team's Network to Find Candidates

Beyond certifications and skills, numerous factors influence whether a candidate will be a suitable fit for your organization. Such factors range from temperament, ability to work under pressure, being a team player, etc.

As you may know, these are things that are not easy to gauge before hiring someone. Luckily, you can overcome this challenge by tapping into your team's network. Along with having connections with suitable candidates, they may have some insights about them that'll improve your decision-making.

More importantly, this approach will expand your reach significantly, increasing your chances of finding the best candidate for the role.

10. Allow Applications via LinkedIn

When you're looking to fill a position, every obstacle candidates face as they apply will reduce your reach. This is because many of the people who may be interested are already employed and will not jump over unnecessary hoops to be considered.

Therefore, you should take proactive steps to make the application process as easy as possible. In this regard, there's no better option than allowing them to apply on LinkedIn.

Through the 'Easy Apply' feature, it'll only take a few clicks for candidates to apply for the job.

LinkedIn Recruiting Pitfalls to Avoid

In addition to using the best strategies for recruiting on LinkedIn, there are mistakes you can make that will undo everything.

Here are some pitfalls to avoid in your search for talent:

1. Focusing Your Recruitment Budget in One Area

Social recruiting offers different sources of candidates. Once you get some success with one avenue, you may be tempted to focus your recruitment budget on it.

However, that may not be ideal. Instead, try and build various sources and track their performance. It's only after you have a clear picture of what to expect from each that you can focus your resources on a particular avenue.

2. Overusing InMail

InMail can be a powerful tool when reaching out to candidates. But you must be careful when using it, as LinkedIn users are generally apprehensive about unsolicited InMail. To help address this issue, LinkedIn's Recruiter InMail Policy states the following:

• Don't distribute untargeted or unwanted mass InMail messages
• Don't use InMail for event invitations
• Don't use InMail for marketing campaigns

Should you violate these stipulations, your profile will be flagged or banned. In most cases, you'll receive a warning notification along with tips to improve response rates if it's less than 13%. 

3. Using Corporate Jargon

Even if you're targeting seasoned professionals, InMail is not the place to stuff corporate jargon. It will put off candidates, causing them to skip the message quickly.

Instead, keep your messaging simple, clear, and concise. Also, incorporating a friendly and personable tone in your InMail messages can significantly enhance engagement and foster a more positive impression among potential candidates.

Empower Your Business With Effective Recruiting on LinkedIn

Whether you want to fill a senior management position or find a reliable IT expert, recruiting on LinkedIn will guarantee results. The platform has many professionals looking to advance their careers at the right companies.

However, you must adopt LinkedIn recruiting best practices to appeal to the best candidates. From using InMail sparingly to building a great employer brand, taking the right steps will make your company appealing to top talent.

As you prepare to leverage LinkedIn for recruiting, ProIQ is your ideal partner. We offer recruiting solutions to help companies scale. Our services also include marketing, data analytics, strategy, and finance.

Contact us today to learn more about how our recruiting solutions can help elevate your company to even greater heights.

Like marketing your product or service, you need a solid social media recruiting strategy to get the word out about openings within your company. Social media recruiting involves more than posting a job opening on your newsfeed and hoping your post gets in front of the eyes of suitable candidates. Instead, it’s a marketing strategy designed to market your employer brand and create your own pool of talent, directly from social media, who is ready and eager to work with your team.

If you don’t already have a social media recruiting strategy (or you do but need to revamp it), here are five steps you can take today to get the most out of using social to recruit top talent.

5 Steps to Build Your Social Media Recruiting Strategy

1.    Scope Out Your Competition

If you live by the “keep your eyes on your own paper” rule, it might be time to break it and look at what your competitors are doing regarding their social media recruiting strategy. While you shouldn’t steal their content and claim it as yours, you can use it to inspire your own social media recruiting strategy.

As you look at your competitors, notice how they interact with their followers and see the kinds of posts that they share. Do their posts with lots of images get more engagement? Take notes and use your notes for your content and strategy.

2.    Get Active on Relevant Platforms

As you research your competition, you’ll also get a good idea of where your ideal candidates hang out online.

Note which social media platform is the most popular for your target audience. You’ll want to actively use those platforms for your company’s social media campaigns. No matter which platform is right for you, remember that the key to creating an engaged audience of interested potential talent is to be active, provide valuable content, and engage with your audience.

Focus your energy on the platforms that best match your audience. For many industries, LinkedIn is a great place to start. Especially considering nearly half of adults with a bachelor’s degree spend time on LinkedIn. But, also think about other sites, like Reddit, X (formerly Twitter), Instagram, or Facebook.

3.    Tailor Your Content for Your Audience

Social media recruitment marketing involves more than posting a job opportunity to your company’s feed and hoping for the best. Plus, if you only publish job advertisements, your feed will come across as spammy and be a turn-off to potential new talent. This is why you must tailor your content for your audience.

Use your content to attract potential candidates for your role by sharing engaging visual content to your feed and talking about your employer brand. These posts can include employee highlights, explanations of employee benefits, or office perks. Interested candidates will search for your company online anyway, so by sharing content relevant to your amazing workplace, you’ll carefully curate a strong employer brand.

4.    Invest in Social Media Tools

Joining multiple social media platforms for your company is an excellent start for your recruitment strategy.

Social media is an excellent resource to market job openings to an interested audience of prospective jobseekers, but joining multiple platforms and attempting to stay active on top of your other job duties can add more to your already full plate. Various social media tools can help you schedule content and track important analytical data.

Tracking data, such as the number of clicks on your job listing posts, is essential from a marketing standpoint. With this data, you’ll know which type of content performs well, the span of your reach, and how many people visit your applicant tracking system, or ATS, with each post.

5.    Recruit Current Employees to Share Your Posts

Social media recruiting is an efficient way to get the word out about open positions within your company, especially if you have created an engaged community with your followers. To help generate trust and reach a wider pool of potential applicants, encourage your current employees to share your company’s posts to their feeds. There is a good chance your current employees are colleagues with your next talented new hire.

Create Your Social Media Recruiting Strategy with ProIQ

Using social media for recruitment takes time, consistency, and a well-defined strategy. While you can do it all on your own, you don’t have to. ProIQ is here to help.

At ProIQ, we’re ready to share our talent marketing and recruitment expertise to elevate your social media presence and bring you high-quality talent leads. Contact us today if you’re ready to leverage social media and attract talent.

Is social media hiring an effective strategy to attract talent for an open position?

The answer is yes.

Social media is one of the most effective ways to advertise open positions. Whether you have open positions now or are planning to in the future, social media can be one of the easiest ways to create a talent pool of people eager to work for your company.

But how can you guarantee that social media hiring works for you?

The key is targeting the right candidates to create a social media recruitment strategy. Let’s look at how you can get started getting eyes on your job listings through the power of social.

How To Do Social Media Hiring the Right Way

An effective social media recruitment strategy that delivers quality talent takes time, effort, and, most of all—patience. Don’t worry, all your efforts in social media recruiting will pay off with a highly qualified and engaged pool of candidates.

Here are some social media recruiting best practices and tips you can try today to begin targeting top talent for your organization.

Boost Your Employer Brand

Like it or not, one of the major factors that influences a candidate's decision to apply for a job is the company's reputation, often referred to as its employer brand. 86% of jobseekers look at a company’s rating and reviews before applying for an open role. The good news is your employer brand can be carefully curated with the right content.

Use your social media accounts to show your followers what working at your company is like. You can do this by highlighting star employees, sharing “behind the scenes” posts, or discussing the great benefits you offer your employees, like paid volunteer time off or company retreats. Showcasing your employer brand on social media gives interested candidates a “sneak peek” into what it’s like to be at your workplace and why they should apply right away.

Be Active on the Right Platforms

While it can be tempting to advertise on every social media platform, not all are a good investment for your social media hiring efforts. Consider where your potential employees might be active online to make the most use of your time and resources. For example, if you know your employees frequent Reddit subs, visiting the same subs and becoming an active participant would be a good idea.

Be strategic in where you engage jobseekers and how you share content. Do your research and create a social media hiring strategy that aligns closely with your goals and where to find your target candidates.

Use Photos and Videos to Engage with Followers

Some of the most high-performing content on social media today is visual. Reels, short-form videos, infographics, or even stand-alone pictures are all great ways to showcase your company, your team, and why job seekers should apply to work at your organization. In fact, short-form video has the highest ROI of all marketing trends.

If your company is hiring, consider adding a visual to your post to get more traction and engagement with your followers.

Advertise Job Listings on Social Media

Any good strategy for social media hiring should include advertising your open positions across all platforms. While organic leads might find your content online, you’ll have better luck targeting suitable candidates if you run your post as a paid advertisement.

When your company runs a paid advertisement, you can determine which demographics see your post. This is especially helpful for targeting qualified talent that might be just outside of your reach.

Recruit Current Employees to Share

If there is anyone who can best talk about their experiences working for your company, it’s your employees. They can easily advocate for the company and help recruit the right talent for your open positions by sharing your company’s posts to their feeds. Encourage your team members to share, like, comment, and follow your social media platforms and engage with your posts. The more engagement can lead posts to reach potential candidates better.

Unlock the Power of Social Media Hiring

Think of social media as one gateway to top-tier talent. Whether you have job openings now or are planning for the future, a well-crafted social media recruitment strategy ensures you attract the most qualified talent out there.

Ready to elevate your talent marketing game? Team up with ProIQ. We specialize in talent marketing and advertising, and we'll help you design a tailor-made social media recruitment strategy for your company's needs. Reach out to us today to get started.

If you’re a hiring manager and you’re wondering how other companies seem to have a continuous pipeline of top talent for their roles, wonder no more—the answer: solid recruitment marketing strategies. And recruitment marketing is not as hard to put into action as you might think with the right help.

Recruitment marketing involves inbound marketing strategies to gain the attention of potential talent. So, while your company may not have current open positions, you’ll have a pool of candidates interested in working with you. Here are five recruitment marketing strategies to attract talent today.

5 Useful Recruitment Marketing Strategies

1.    Social Media Recruiting

Social media recruiting is a powerful tool to get the word out about your business and your vacancies. The nice thing about social media is that your company can use it for various reasons– whether it’s posting about a job opportunity or using it as a line of communication to interact with your followers.

An active social media presence is just one of many ways to help attract the attention of passive candidates. Passive candidates, or your followers who might not be officially looking for work but are interested in eventually making a switch, who see your job postings may be encouraged to apply. The key to creating a recruitment marketing strategy using social media is maintaining an online presence.

2.    Create a Strong Employer Brand

LinkedIn says companies with great employer brands attract 50% more qualified applicants than companies without. So, prioritizing how candidates feel about your brand should be at the top of your recruitment marketing plan.

But remember, your employer branding isn’t just the product or service your company provides. Instead, it’s your company’s missions, values, and the people who make it work. So, showcase your team and why they love working at your organization. Give candidates a glimpse into what being a part of your team is like.

How can you bring attention to your brand?

Consider creating social media posts dedicated to portraying your company’s culture to help boost your company’s brand. You can do this by sharing testimonials from your employees or recording a short interview with your employees to talk about what it’s like to work with you.

3.    Build A Strong Community

Social media’s sole purpose is to build relationships and connect online. Use your social media feed to post relevant and valuable content for your followers. Developing content that opens the door for interaction with your followers helps build trust and community. Successful recruitment marketing strategies using social media can be through giveaways, contests, Q&A sessions, or even sharing user-generated content. Engage in meaningful conversations with your followers, and responding to their comments or messages will also help strengthen your online community.

By consistently providing value and engaging with your followers, you can create a strong, loyal community that supports your brand and helps spread the word about your open potential. Plus, potential candidates who already know and trust your company will be even more interested in working for your company if a position opens that fits their skill set.

4.    Social Media Advertising

The beauty of social media is that most platforms allow users to run paid advertising. This is especially helpful for the times when your company has open positions that require a quick turnaround– you can use paid advertising as a recruitment marketing strategy! You can post about the job online to get it in front of the eyes of your followers. But to reach those candidates who are just outside your reach, create a paid advertisement to promote the job.

Paid advertisements allow you to market to only a targeted group of people. By targeting specific demographics, you can set the ad to appear in the newsfeed of qualified candidates. This way, you can be sure top talent sees your ads and apply for the job.

5.    Manage Online Review Boards

Online job review boards can be a great place to learn about your company. There’s a sure guarantee potential candidates will search for a review of your company before applying for a position. This is why it’s essential to manage the reviews left by current and previous employees— you do not want a negative review scaring away top talent! Use this recruitment marketing strategy to mitigate what is said about your company online and control the narrative.

Starting New Recruitment Marketing Strategies

Creating a recruitment marketing plan might sound like a daunting task, but it’s one you shouldn’t move farther down on your to-do list. While true recruitment marketing is an investment of time, it pays to have inbound leads of top talent eagerly waiting to work with your company.

Contact us today to learn more about ProIQ’s talent marketing solutions and recruitment marketing strategies that can help you achieve your goals.

Are you looking to step up your hiring game? Recruiting on Twitter can be a game-changer. As experts in the field, we know that social media recruiting is not just a trend—it's a smart strategy for finding great candidates. In this article, we're giving you five easy-to-follow tips to make Twitter your new go-to for sourcing talent.

Recruiting on Twitter

Twitter, now newly renamed to X, is the Internet’s “global town square,” according to X CEO Linda Yaccarino. Since Twitter is a virtual community plaza where people hang out, there’s a high chance your future employees are hanging out on the platform. With that in mind, using Twitter for recruitment marketing would only make sense, right?

We think so. And we’ve got some tips for you on recruiting on Twitter.

5 Tips to Start Recruiting on Twitter

1.    Build Your Employer Brand

Your employer brand is everything when it comes to social media. You must ensure your company’s username and profile picture align with your company’s name. This will help your audience know it’s your company’s account, not someone else’s. Plus, your company’s logo will make a great profile picture!

What should you share?

Everything you tweet from your company’s account will show up on the profile’s feed, making it a great place to share your vacancies. However, don’t just tweet about the open positions you have– this could cause your account to come across as spam. Instead, Tweet about what makes your company unique and a great place to work.

2.    Create Engaging Content

Speaking of tweets, you should also create content that adds value for your audience. Social media is all about connecting with people if you only post about your vacancies, it leaves little room for engagement. However, by posting shareable, valuable, and relatable content to your specific industry, you’ll be able to interact with your audience and potential new hires.

Use Threads To Your Advantage

Even though Twitter limits the number of characters you can put in a tweet, you can create what is known as a “thread.” A thread is a series of linked tweets with which users can read and interact. Using threads to connect your tweets is a great way to share precious content.

3.    Tap into Twitter’s Features

Twitter, or X, is full of features that lend a helping hand to recruiting on Twitter. One of the most valuable features is hashtags. Adding hashtags to your tweets is a great way to get your content in front of the eyes of your audience, especially if users have selected to follow and receive notifications from a specific hashtag. Before you begin tweeting, brainstorm a list of industry-specific and relevant hashtags and add them to the end of your tweets.

What about Twitter chats?

To boost your interaction with your audience, consider participating in Twitter chats, too. Leaders will schedule industry chats for certain days of the week or month, depending on your industry. You’ll use the specific chat hashtag to answer questions or share content with your followers and those participating.

4.    Create Paid Ad Campaigns

One of the nice things about social media is that, regardless of the platform, you can run targeted ad campaigns so that your content only reaches the selected audience you want. In the case of recruitment, this is a good thing! It means you can pay to run your “Now hiring!” tweet as a paid ad campaign and have it show in the feeds of users most likely to possess the skills your company needs. And, according to Hootsuite, Twitter ads have the potential to reach nearly 545 million people— the odds are high that the right talent for your company is within this pool of people.

5.    Search for Top Performers

If you’re a recruiter and you’d rather talk with potential prospects one one-on-one, Twitter makes it easy to do that. You can type your specific search criteria using the search bar feature and see users who match them.

For example, let’s say you’d like to hire a tech writer for an open position. Simply type “tech writer” in the search bar, and users with those keywords in their profile will be at your fingertips in no time. Then, simply browse their profiles to see if you think they’d be a good fit and send them a message.

Get Started Recruiting on Twitter

Just like with other avenues of recruitment marketing, you shouldn’t wait until you have vacancies to begin recruiting on Twitter. Using social media for recruitment is a process that requires special care and planning to ensure it is done well.

Working with a recruitment marketing firm can help you reach the best, most qualified candidates for your roles. At ProIQ, our team has decades of relevant experience in talent recruitment, talent marketing, sales, and data analytics. We know how to find the best prospects and retain them. Learn how we can combine our talent advisory experience to help you find solutions to your hiring goals.

Dating isn’t necessarily the easiest thing in the world. Sure, meeting new people and visiting new places has a certain appeal. But, at some point, most people want to stop the revolving door of potential matches and find “the one.” Whether that represents a long-term match or something less substantial, the fact remains that constantly trying to find a person compatible with your quirks, beliefs, and interests is difficult.  

Welcome to employee recruitment in the twenty-first century. Regardless of job type and experience level, it is becoming harder than ever to find qualified candidates and get them to sign on the dotted line. 

Just like on any dating app, successful recruitment efforts typically mean that your employer brand needs to stand out in a positive way to interested candidates. Here are 3 ways to make your organization stand out. 

Find ‘Dates’ in the Right Places 

Like potential dates, candidates are drawn to different social media platforms. Just as no job is quite the same, the digital spaces on which employees in particular industries congregate differ based on typical education levels, skill sets, and backgrounds.  

In 2021, a survey found that 41% of workers in-market for new positions used online social networks to job hunt. Choosing the right social networks for your need, then, is critical for identifying qualified candidates in the most efficient way. 

Some common platforms used for recruiting (and the types of candidates attracted to each) include: 

• Facebook. Best for finding technically skilled employees in what are traditionally considered blue-collar industries. Examples include truck drivers, retail managers, manufacturing workers, and automotive service technicians. 
• Instagram. Visual artists, graphic designers, and social media influencers are drawn to Instagram’s ability to showcase their creative work to a large audience of followers. 

• LinkedIn. The best recruitment social media site for white-collar professionals working in finance, management, marketing, and sales. Networking for these candidates is key, and they are often already primed for recruiters to reach out via direct message. 
• Reddit. This platform is extremely popular with developers and software engineers. Identifying sub-threads centered on certain industries or jobs can be a great intro into qualified candidates. 

Regardless of platform, it’s always a good idea to create a business social media account and NOT recruit candidates from a personal one. Not only do business accounts give interested applicants more information about your company, but they also appear more legitimate on sites that tend to attract spammers. 

Both general and niche job boards like Glassdoor, Indeed, Discord, and GitHub are also great options for getting your job postings in front of more eyeballs. 

Lead with Your Good (Employer Brand) Side 

The same generations that have turned to popular dating sites to find romantic relationships also rely on social media to find new job opportunities. Nearly half of all Millennials and Gen Z job searchers applied to positions they found on social media. This staggering number is precisely why businesses must actively curate an employer brand image that speaks to their vision of an ideal candidate. 

Infusing your social media business profiles with a little personality is a wonderful way to subtly show your company’s working culture and how their day-to-day on the job might look. Sharing pictures of team outings, fun activities, or conferences don’t typically interest prospective customers, but does carry weight for job seekers. Visual representations — which can include static photos and, even better, videos — allow applicants to picture themselves working for your brand. The more you understand your ideal candidate, the better you can highlight the parts of your company that best speak to them. 

Another way to lead with your ‘good side’ is to respond quickly to applicant queries on social media. Just like individuals on the dating scene don’t enjoy being ‘ghosted,’ candidates who reach out via social media and never hear back are likely to move on to the next opportunity. 

Be Honest from the Get-Go 

Finally, dating sites are notorious for users who, whether intentionally or not, fail to portray themselves in an accurate way. Using fake profile pictures or offering false information in a dating app can be a major turn-off for anybody unlucky enough to discover the ruse. 

The job market is no different, and businesses should never lie about what the position entails, the qualifications candidates need to have, and the pay range/benefits.  

Also, backing up lofty job descriptions that celebrate company culture can appear more genuine if other employees at your business post about their work lives on social media. Of course, directly, or indirectly implying that employees are required to use their personal accounts for work is flirting with a form of highly problematic coercion. However, encouraging employees to post pics and videos if/when they feel comfortable doing so can go a long way towards attracting highly qualified candidates to your brand. 

Learn How to Position Your Employer Brand Today 

ProIQ is dedicated to finding targeted, cost-effective, and successful marketing solutions for companies looking to recruit. We understand the importance of targeting the right audiences and creating messaging that appeals to the candidate persona. 

To find out more about ProIQ (and how we could support your recruitment efforts), contact us here today. 

Finding the right talent for critical roles can be extremely difficult. Conducting a job search (and identifying candidates that fit the needed qualifications) typically requires in-depth knowledge of the job market, awareness of current hiring trends, and experience developing effective strategies that actually result in applications.

Needless to say, most HR departments are simply not equipped to locate talent for high-demand roles. The average time to fill a vacancy without recruitment advertising agencies is 42 days. HR managers are often limited by the amount of resources they can allocate to candidate generation. They struggle with prioritizing recruitment with the slew of other duties assigned to their role. Luckily, that’s where recruitment advertising agencies come in.  

The Value of Recruitment Advertising Agencies

Recruitment advertising agencies improve candidate quality, are more cost-effective, and increase employee retention rates. Indeed, turnover remains one of the highest expenses for businesses with some reports placing revenue loss as high as $75,000 per month.

Knowing how to identify the right recruitment advertising agency for your needs, though, can feel a bit like finding a needle within a haystack of options. Here are 3 questions to ask when evaluating agencies and selecting the best match for your goals.

What industry(s) does the recruitment advertising agency specialize in? Not all recruitment advertising agencies have experience in your field. Look for organizations that have a proven track record within your specific industry and with the kind of jobs you need filled. For example, an agency’s website is an excellent place to learn what it specializes in. Landing pages, blog posts, case studies, and white papers are reliable “tells” of whether a particular agency might be an ideal overall fit.

Another option is to ask the agency for specific examples of the kind of marketing materials it typically creates. Many organizations will have sample designs and advertisement placements to show potential clients. This request can also ensure that the agency excels in the marketing channels you think are most effective for your target audience. It does you no good to promote open positions on LinkedIn when your candidate demographic prefers Facebook.

How is success measured? Before entering into any contracts, have an open discussion with the recruitment advertising agency to determine how it measures success. Key performance indicators (KPIs) differ by industry and position, so it’s critical to align them appropriately. Some key metrics to remember include:

• Time to Fill. This metric measures the time it takes from posting a job opening to a candidate accepting an offer. Generally, you will be looking for recruitment advertising agencies that can contact, vet, and select candidates quicker than an in-house team could.
• Cost per Hire. This value looks at the total cost involved in hiring a new employee. It includes everything that goes into the recruitment process, including advertising spend, administrative costs, and technology expense (for example, if specific recruitment software is used).
• Candidate Satisfaction. Conducting a survey of successfully hired candidates can give you a good indication of whether the overall recruitment experience is a positive one. Similarly, requesting an agency to survey all generated candidates — whether they’re hired or not — can offer insight into procedural pain points and opportunities for improvement.
• Employee Retention Rate. This number looks at the recruitment process from a more holistic standpoint. It specifically determines the percentage of new hires who remain with the company for a specified period of time (typically 12 months). A high retention rate indicates that the recruitment advertising agency is skilled at finding qualified candidates that are also a good fit for a company’s workplace culture.

Identifying metrics and benchmarks that adequately reflect your needs can help you pinpoint agencies that meet them. It also helps you keep third-party agencies accountable as the relationship develops over time.

What advertising strategies do you use to keep potential candidates engaged?

Knowing how a recruitment advertising agency approaches its marketing strategy is an easy way to tell if it is the right fit for your business. The ways in which an agency uses innovative tools and methods to attract high-quality talent can be a huge determining factor in whether your company stands out to candidates.

One factor in making this determination should be the agency’s technology use. Does the agency have experience posting on digital job boards, creating engaging social media posts, and editing videos? Also, identifying whether the recruitment advertising agency takes the same cookie-cutter approach to all its clients can be a major red flag. Tailoring marketing to the specific role in question allows agencies to meet individual candidates where they are and takes into account career stages, skill sets, and workplace preferences.

Finally, the overall candidate experience should reflect your company’s values and culture as well as offer a realistic view of job duties. Marketing strategies that blur these factors should be avoided. It’s not enough just to generate candidates; recruitment advertising agencies also need to attract quality talent that sticks around once an offer is extended.

Consider ProIQ For Your Recruitment Advertising Agency Needs

ProIQ has decades of experience in marketing, sales, data analytics, corporate strategy, and talent acquisition. As a recruitment advertising agency, we regularly develop unique digital solutions that speak directly to target audiences. Schedule a consultation with us today to learn more about our approach and how we can help your business grow.

Every recruitment marketer knows social recruiting is one of the best secret weapons to elevate your employer branding and market your company to interested candidates—and sometimes to candidates who don’t even know they’re looking for a new position!

What is social recruiting?

Social recruiting uses various social media platforms to get the word out about your company and generate interest in you, your brand, and your job opportunities. With the right know-how, you can use social media recruitment to create a pool of interested candidates, so when you have an open position in your company, you already have a pool of candidates eagerly waiting to join your team.

The Major Benefits of Social Recruiting

Using social media to recruit candidates comes with serious advantages. It creates buzz and interest in your organization and, in turn, leads top talent right to you.

How can you use social media to boost your employer branding?

• Discuss your company’s culture.
• Showcase your excellent employees.
• Give an inside look into your company benefits and employees’ work-life balance.
• Ask questions and engage with your audience.

Easily Reach Hidden Talent

Using your social channel comment sections as networking opportunities, you can easily reach passive candidates. Passive candidates are people who are not necessarily looking for a new job but have the proper skill set for your team. By engaging with these passive candidates, you can efficiently market open positions to them when jobs become available.

Here are six tips to incorporate into your recruitment marketing strategy.

6 Tips for Recruiting on Social Media

1.    Optimize social media profiles

A basic social media profile is not going to spark enthusiasm or interest. Take the time to create brand-specific profile pictures, image headers, and hashtags for your social media profile. The key to optimizing your social media profiles is consistency and cohesion. For example, when a job seeker lands on your LinkedIn profile, your company’s mission should be clear. That same jobseeker should get the same vibe from your Twitter or Instagram profiles, too.

2.    Employer branding

Employer brand is an important factor candidates consider when applying for an open role. Like shopping for new running shoes and reading reviews, interested candidates will spend time stalking a company’s social media profiles to help them decide if they want to work there. 96% of job seekers say they use social media when conducting a job search.

By showcasing your employer brand on your social media platforms, you are keeping the interest of interested candidates who would love to work with you.

3.    Share compelling content and engage your audience

While each social media platform is inherently different, the basic principles are the same: you must share compelling, high-quality content to attract an engaged audience. Get the most out of your social media profiles and set yourself apart by sharing relevant and interesting content.

4.    Define the target audience

Just like the product or service your company offers is not made for everyone, neither are the open positions on your team. By using paid advertisements, social media makes it easy to market to only the individuals you know are interested in working for you. With paid advertisements, you can determine the appropriate audience to market to, and only those individuals will receive job advertisements based on their demographics. Paid advertisements make casting a wide net a breeze to catch the attention of qualified candidates.

5.    Track and analyze the links

The nice thing about paid advertisements means you can track and analyze your posts’ performance. Be sure to keep track of click-through rates, conversion rates, and engagement. The metrics and data will help you tweak future job advertisement campaigns to reach a more comprehensive and qualified audience.

6.    Stay current with trends

Trends change, stay ahead with a social media recruiting plan that’s current and innovative. Use the trends to your advantage. For example, use trending sounds or filters on TikTok or Instagram to create engaging reels or videos. By keeping up with the trends, you’ll stay current with the algorithms and in front of your audience’s eyes.

Create Your Social Recruiting Strategy

Social recruiting is a critical component of your recruitment marketing strategy. If you’re attempting to create a social media strategy by yourself, keeping up with the trends on each platform can feel like an impossible task. But, by partnering with a recruitment marketing firm, your firm can help you create and maintain the best social media marketing strategy for your company.

Ready to build your social media recruitment strategy? At ProIQ, our team has the talent marketing expertise you need to help you create a marketing recruitment strategy that works. Contact us today to get started.

Leveraging social media can be a game-changer when used in recruitment marketing. And when you add Reddit recruiting into the mix, you’ve got yourself a perfect recruitment marketing funnel.

For many companies, using Reddit isn’t always the first social media platform to attract talent. But, it can be a solid choice with big advantages. If you’re iffy about using Reddit for recruitment marketing or advertising, don’t be. The steps to leveraging the platform are simple once you know how to do it.

Let’s dive into how to use this online platform for recruitment marketing.

Why You Should Consider Reddit for Recruitment

Reddit recruiting can help you quickly uncover untapped potential and market to candidates who may have yet to consider working with your company. Although Reddit can sometimes be an overwhelming and text-heavy platform, it doesn’t stop the nearly 56 million daily active users from using the website.

What makes Reddit different?

Unlike most social media platforms where users follow accounts that appeal to their interests, Reddit is a giant message board that uses “subreddits” to categorize topics. The interesting thing about subreddits, or subs, is that each sub is specific to only one topic— meaning, no matter the industry, there will be a community of people interested in the industry and talking about it. And, more times than not, those same users are degreed individuals with highly sought-after skills.

Leverage Subreddits to Recruit Top Talent

Joining subs relevant to your company is a great place to connect with people interested in your industry—especially jobseekers.

What does that look like in practice?

Well, if you’re a healthcare company—go to the healthcare industry subreddits. Selling electric cars and need sales talent? Head to the electric vehicle subs. That’s where you can find candidates already interested in what you do and sell. And because those users are already enthusiastic, the chances are high that these people would love to work with your company if and when a position becomes available. All you need to do is casually mention you’re hiring and you’ve got an interested pool of talent you’ve already marketed to and whose interest has peaked.

Helpful Subreddits for Reddit Recruiting

Aside from joining industry-specific subreddits to look for potential talent to market to, also look at subreddits explicitly tailored for users who are actively job searching. Subs like, r/Resumes, r/GetEmployed, r/ForHire, and r/Recruitment are dedicated to helping people find jobs.

Know the Rules of Subreddits

Each sub has different rules for interacting with the community. The best way to use these subs for Reddit recruiting is to read the rules and interact with users accordingly. In some subs, you can post a direct job description—in others, you may need to comment on posts first to establish your account as an industry expert. You might offer resume tips or share industry-related knowledge.

No matter the sub’s rules, these subreddits are a goldmine for untapped potential!

Best Practices of Using Reddit for Recruitment

Read and Follow the Subreddit’s Rules

Reddit’s culture is very different than most social media platforms— meaning you must learn the rules of each community and follow the rules accordingly. If not, the chances are high that you will be banned from participating in the sub. Be sure to check the wiki panels or pinned posts for the rules before posting or commenting on posts in the community.

Build Trust with Comment Karma

You’ll get more recruiting mileage from your Reddit account by establishing your authority on a topic. When you comment on Reddit posts, you build comment karma. Reddit karma is a user score that translates to how helpful you are to Reddit’s communities. It’s an easy way to signal your authority on a topic and create trust with other users.

Be Authentic — Not Spammy!

Reddit users are pretty quick to point out when something looks like a scam. Unfortunately, posting link after link to job listing posts sets off the “scam alarms.” This is why it’s important to not only create trust within the communities you want to use for recruitment but also why your comments should be authentic and helpful.

Your Reddit Recruiting Strategy

Participating in subreddits and engaging in conversations by leaving authentic, helpful comments can help you subtly market your company to interested candidates— and you can be confident in knowing these candidates are interested in your industry because they’re hanging out in online forums specifically for that topic.

If you are curious about how ProIQ can help you leverage Reddit for talent marketing and advertising, consider partnering with our social media recruiting experts to create your customized recruitment strategy. Contact us today.

Open positions within your organization can create stress and frustration for workforce planning—especially in the current job market where scarcity is the common theme. Finding the right candidate for your company can be tough if you’re not already working with a recruitment marketing agency.

Recruitment marketing can help hiring teams create a pool of interested candidates. Think of recruitment marketing like any other marketing strategy. You’ll start advertising to a wide audience and eventually narrow candidates down to the people who “get you”— those who align with your company’s mission and values. You’ll want to have these kinds of employees on your team.

So, how can a recruitment marketing agency help you?

Three Benefits of Working with a Recruitment Marketing Agency

A recruitment marketing firm helps your company develop an effective marketing strategy to attract interested candidates. The end result? When a position becomes available in your company, you’ll already have a stack of interested prospects eager to work at your company.

Here are three ways a recruitment marketing agency can help your team advertise to the right candidates.

1.   Improve Employer Branding

The goal of recruitment marketing isn’t just to fill job vacancies. Instead, recruitment marketing focuses on the bigger picture—like how your company can use its brand to attract interested candidates.

The thing about employer branding is it speaks to potential new hires long before anyone from your hiring team reaches out with an interview offer. Potential candidates look to your employer brand for a sneak peek into the company culture, values, and mission. Employer branding is about how you’re viewed as an employer, and you want to highlight your best features.

A recruitment advertising firm can help improve employer branding to showcase your company’s unique attributes and reputation to attract quality talent.

2.   Increase Social Engagement

Social media recruiting is just as crucial as employer branding. An active online presence with a clear social strategy can help attract top-tier talent. With the rise of social media, it’s a safe bet interested candidates are searching for and following your company online.

Your follower list contains a wealth of potential new hires, and it’s a good idea to market your vacancies to those people who already know and love your brand. A recruiting marketing agency can help positively boost your company’s social media presence. Your social media strategy might include posting photos of happy employees or creating content centered on your company’s goals.

3.   Ramp Up Lead Generation

In an ideal world, your company will fill all vacancies, and production will be at an all-time high. But what happens when a team member leaves without notice? If your company is prone to simply waiting until a position is open to advertising vacancies, this approach can lead to wasted hours and decreased production.

Lead generation is one way to solve the hiring issue to keep your company performing at its best, and it’s something a recruitment marketing firm can help you with. By continually improving employer branding, increasing your company’s social presence, and collecting email addresses from interested candidates (for example, newsletters and sign-ups), you’ll create a list of talent who is ready to join you in your company when a position is open, just market to your list to find the best, most qualified talent for your team.

Improve Your Recruitment Marketing

You shouldn’t wait for an open position before employing a recruitment marketing agency. Recruitment marketing is the long game: building a good employer brand over time to attract only the best, top-quality team members.

If you’re ready to begin mapping out your recruitment marketing strategy, contact us today to learn more about ProIQ’s talent advisory strategies.

Getting your company’s open positions in front of the eyes of qualified candidates is key to hiring the best talent in your field. To attract top jobseekers, consider working with a recruitment marketing firm that uses advertising recruiting tools as part of its hiring process.

In this article, we'll dive into what type of tools a recruitment marketing agency uses to effectively promote your company's open roles and capture the attention of the most qualified candidates in your field. These advertising recruiting tools are designed to enhance your recruitment strategy, streamline the hiring process, and maximize the reach and impact of your job listings.

What Are Advertising Recruiting Tools?

It’s helpful to think of advertising recruiting as a funnel. The goal of advertising recruiting is to increase candidate interest as they move from the top of the funnel to the bottom, where hopefully, an offer is made and accepted.

Advertising recruiting tools are various technology-driven strategies and solutions that recruitment marketing firms use to effectively promote job openings to attract top talent. By leveraging these tools, recruitment marketing firms can quickly enhance the visibility of your job listings and target specific candidate demographics.

Top Advertising Recruiting Tools

Let’s look at some advertising tools your company can use throughout the hiring process.

Employer Branding

First impressions are everything, and it’s no different when it comes to employer branding. Your employer brand represents everything from your company’s values, mission, and unique company culture, shaping potential candidates’ perceptions of your organization. When your employer brand is compelling and authentic, qualified candidates will be eager to work for your company.

Your recruitment marketing firm can help you build your brand online to best attract candidates by showcasing employee work-life balance on social media or other employee-focused posts that might influence a person to apply for a position with your company.

Social Media Integration

Social media recruiting is a critical part of any recruitment strategy. Companies with a solid social media presence can leverage their social platforms to attract quality talent. Whether you’re sticking to established social media networks or trying new ones, like using TikTok for recruiting, a recruitment marketing agency will use social media integration tools to help run targeted campaigns for your vacancies. These tools provide analytical data to help you and your team understand how to better advertise your open positions to your target audience of job seekers on each platform you’re using.

CRMs

Customer relationship management software, or CRM, is a beneficial advertising recruiting tool. An advertising recruitment firm can use a CRM to monitor applicant behavior at every stage of the application process. For example, it’s helpful to know data regarding the length of time an applicant spends on the initial interview questions and the point of the application where a candidate loses interest and exits the screen. CRMs also allow recruitment specialists to automate certain stages of the hiring process, like sending emails to applicants about the status of their applications.

URL Tracking

If you run multiple advertising campaigns across different platforms, you’ll want to know how talent finds your job listings. URL tracking can provide valuable insights into your website traffic. Your recruitment marketing firm might use software like Google Analytics to assess the traffic to your listings. URL tracking gives you an idea of the best places to reach your audience and allows your recruitment marketing team to discontinue any campaign that’s not performing well—this will save you valuable time and resources.

Programmatic Job Advertising

Programmatic job advertising is an advertising recruiting tool that combines technology and data to efficiently reach and engage prospective candidates. This process helps you:

• Automate digital ad purchasing and bidding
• Display job ads across digital platforms and to specific audiences.
• Optimize the reach and effectiveness of your job listings
• Ensure that your ads are highly relevant and impactful

As part of your recruitment strategy, programmatic advertising can streamline your hiring process and help you get the best ROI for your advertising.

Get the Most Out of the Hiring Process

Recruiting advertising holds the key to streamlining your hiring process. By partnering with a recruitment advertising firm, you can reach the best, most qualified candidates for your roles using the best advertising recruiting tools throughout the hiring journey.

Ready to build a dedicated team for your organization? At ProIQ, our team has decades of experience in talent acquisition, marketing, sales, operations, data analytics, corporate strategy, and finance— we combine our diverse and worldly experience to develop unique digital, data-based solutions that address your toughest human capital and digital marketing challenges. Learn how we can help you today.

Advertising open positions within your company involve more than just sticking an ad on your website and crossing your fingers. If you want to attract the best talent in your field, you should consider stepping up your marketing recruitment game. Let’s discuss how marketing recruitment efforts can help your talent attraction strategy.

What is Marketing Recruitment?

Before we get too far ahead of ourselves, let’s define marketing recruitment. Marketing recruitment is a recruitment strategy that uses proven marketing tactics to promote your company’s brand and values with the intent to attract top-notch candidates for your vacancies. Not only does this kind of recruiting market your business in a positive way, but it also helps showcase your company’s culture to potential employees.

Is Marketing Recruitment Important?

Marketing recruitment is an important component of your recruiting efforts. Today’s job seekers no longer look to newspapers to discover open positions. Instead, potential applicants look for open positions much like they shop for other things online. Interested applicants research the company, read company reviews, and compare job listings before deciding to apply for a new role.

Understanding this behavior is crucial to developing an effective recruitment marketing strategy. If you know potential employees research your company before applying, you can create content to showcase why it’s great to work at your company.

Five Strategies to Maximize Your Marketing Recruitment Efforts

Marketing recruitment is not just about content creation, though. There are several strategies you can– and should—use to boost engagement with potential employees.

Write Clear, Concise Job Descriptions

From an applicant’s perspective, there is nothing worse than reading a vague job description. Not only does a poorly defined job description leave a candidate with a million questions, it’s not a great way to persuade quality talent to apply for your vacancies.

When crafting job descriptions, adopt a marketer's mindset. Clearly define the role and showcase your brand’s personality in the description. A well-written job description can be the extra boost you need to attract top talent.

Branding

Your company’s brand and how your work culture is represented online is often the first thing interested candidates notice. You shouldn’t leave first impressions up to what employees, or ex-employees, have to say about working for your company. Instead, you can help paint your company in a positive light by building a branding strategy.

When creating a branding strategy, you’ll want to think about how to answer, “What makes your company the best place to work?” The answer to this question might include showcasing company culture, company perks, and star employees, responding to work reviews on websites like Glassdoor, or simplifying your hiring process.

Social Media Recruiting

Love it or hate it, social media plays an important role in marketing recruitment. Like your company’s website, social media is another part of your online presence. Interested candidates will look to your company’s social media profiles to get a feel of what your company is about and what it’s like to work for you.

Think about creating posts that highlight company culture, such as workplace celebrations, behind-the-scenes footage with employees, or share testimonials from current team members.

Inbound Marketing

With inbound recruitment marketing, you can gather applications from interested candidates, even if there isn't an immediate opening. By collecting information from these prospects, you can easily have their information on hand and reach out to them later if a suitable position becomes available. It's a helpful way to keep potential candidates in the loop for future opportunities.

Part of your inbound marketing strategy should focus on creating engaging content, either on social media or evergreen content on your company’s website, that will entice interested applicants. Also, ensure that the link to your application form is easily accessible.

Applicant Engagement

To attract the best talent in your field, you’ll need to keep candidates interested in the hiring process from start to finish. When you boost engagement, it'll encourage candidates to share their positive experiences with your company, spreading the word and attracting more interested applicants. It’s a win-win!

Many companies today rely only on one way of recruiting talent: posting job openings and waiting for applications. Marketing recruitment services can revolutionize your hiring game. Take the first step towards transforming your recruitment strategy.

For information on implementing a customized recruitment marketing plan, contact ProIQ today.

When you think about hiring, your first thought might be, “Oh, the paperwork! All those resumes to sort through.” The recruitment marketing and hiring process can quickly become a mountain of paperwork. But it doesn’t have to be that way. Instead, consider using a recruitment management system that simplifies and automates your hiring.

Instead of spending countless hours sifting through piles of paperwork, the right recruitment management software can help you hire quicker and more efficiently. Let’s investigate what this system can do and why you should use one.

What Is a Recruitment Management System?

If you’re looking to recruit candidates for multiple positions across your company, it’s a good idea to consider using a recruitment management system (RMS). This intuitive software is the central hub for your recruitment operations. The recruitment management software helps you simultaneously post job listings across various job listing websites while conveniently shortlisting candidates and scheduling interviews—all from one place.

Benefits of a Recruitment Management System

With the help of an RMS, your HR team can say goodbye to sorting through every submitted resume. Recruitment software can automate time-consuming tasks like questionnaire screening and setting up interviews. Plus, with its innovative system, your team can easily track where a candidate is in their hiring journey and develop a hiring pipeline for each position.

Selecting the Best RMS

There are several recruitment systems on the market, but not everyone will be the best system for your team. Here are the top ways to narrow down the best system for your organization.

Needs vs. Wants

Before you go with any RMS, you need to list your current hiring processes and their outcomes to determine the best one for your company’s needs.

Consider the open positions listed on your company’s website. Are there a lot of applicants for those positions? How many hours will your hiring team need to spend sorting through resumes that don’t fit the job description? If the number of hours is relatively high, it would be beneficial to employ a recruitment management tool that has ATS capabilities to sort through resumes and looks for keywords.

When you’ve outlined what you’ll need from a recruitment management system, match those needs with available products on the market.

Best Tools and Features

Consider which tools and features you’ll need from your recruitment management system. Of course, each software will have a different set of tools and features. But, in general, most systems will have a career website for candidates, an applicant tracking tool, and onboarding tools, among other things.

Some RMS can send automated emails to candidates. Automating emails is helpful if you have multiple applicants you must contact simultaneously. But, if you prefer to send personal emails to candidates, an automated email feature may not be something you need.

Research each recruitment management software to determine if the tools and features will fit the needs of your organization before deciding which system to use. If you’re not familiar with current technologies, we have technology partners who offer the best services to help you achieve your goals.

Integration

The nice thing about a recruitment management system is its integration with your existing software. For example, if your company already uses a CRM, or customer relationship management tool, you can link the RMS with the CRM. Integration with the software you already use makes it easy for members of your hiring team to create employee profiles in the CRM based on the information stored in the recruitment management software

Simplify Your Recruitment Process

A good recruitment management tool makes talent acquisition easy for the applicant and your hiring team— making this an essential tool to streamline the hiring process. Without an RMS, your hiring team will lose time and, possibly, the best talent for your open positions.

To learn how ProIQ can help you innovate your talent attraction strategy contact us today.

It’s no secret: social media, particularly Facebook, has changed how businesses operate. Not only has it changed how companies function, but Facebook recruiting has also changed how businesses acquire talent. Now, recruitment starts on social media.

With Facebook’s nearly 3 billion users, the probability that your next qualified candidate is scrolling the social media platform is high. Considering the social media giant is the largest social media platform, it only makes sense to leverage Facebook for recruiting efforts.

Facebook Recruiting: Is It Worth It?

Unlike traditional recruiting, which requires regional newspaper ads and cold calls, social media recruiting opens up new opportunities to quickly get your company in front of qualified candidates in a broader search area.

Facebook recruiting is worth the effort to acquire qualified talent for your company. You can expand your search area and hire candidates faster. It is relatively cost-effective to advertise your positions on Facebook, too. The low costs and high return rate make using Facebook as a recruiting tool a no-brainer.

How to Recruit on Facebook

Facebook recruiting is simple. When you work with a recruiting service well-versed in social media recruiting, you can rest easy knowing your job advertisement will land in front of qualified potential candidates.

Here’s how to use social media best practices to leverage Facebook recruiting.

1. Create a Facebook Business Page

Before your company can advertise open positions on Facebook, you need to create a Facebook Business page. Setting up a Facebook Business page is easy and only takes a few minutes. Make sure you set a company photo as the profile picture and add any relevant business details to your page.

A Facebook Business page will help you get your business in front of the right audience, including potential recruits. So, the more information on your Business page, the better!

2. Describe Your Company Culture

On your Facebook Business page, you will want to describe your company culture accurately. Your Facebook Business page is not only a marketing tool for potential clients, but it is also a recruitment tool for potential talent acquisition.

Your Facebook Business page will be the first place candidates look for information about your company. Interested candidates will want to know what it is like to work at your company. To describe your company culture, think about ways you can use photos or videos to highlight business events, employees, or training opportunities.

3. Create a Job Post on Facebook

Facebook makes it easy to share updates with your audience. If you need to advertise an open position within your company, all you need to do is create and share a new Facebook post.

Often, though, a Facebook post receives more attention if a photo or video is attached. You will want to create an eye-catching graphic to grab the attention of potential candidates when sharing about a job opportunity. Your recruiting service can help you create an attention-getting job post.

4. Create an Ad Campaign

To get your job opportunity in front of the appropriate audience, you should create a Facebook ad campaign to promote your job advertisement.

You can set Facebook ad campaigns for various targets, depending on the goal of your post. For example, if you want to spread the word about your position, you might set up your Facebook ad campaign to maximize your reach. Or, if you are looking for a specific candidate, you may target only a particular audience that most likely fits your job description.

Your recruiting service can help you decide which type of Facebook ad campaign will be best for the position you need to fill.

5. Share Your Post

Finally, when you have created a Facebook post on your Business page, you should share your post with the masses. Sharing your posts on your personal page and asking your current employees to share the post will guarantee your post is seen by potential candidates.

Think about where else you can share your post, too. Is there an appropriate Facebook group that allows sharing? If so, consider posting your job advertisement there.

Social media is an essential part of any business’s online marketing strategy. But your online marketing strategy does not mean you only market to your buyers. Use social media to attract talent, too.

Facebook recruiting is an effective way to maximize your talent acquisition efforts. For more information on how we can help you use social media as part of your recruitment marketing strategy, contact ProIQ today.

If you want to recruit quality candidates in the most efficient way possible, you need a recruitment marketing agency that effectively uses ChatGPT recruiting.

ChatGPT is an extremely helpful tool in many fields, including recruitment. With the help of ChatGPT recruiting, acquiring the best talent for your open positions has never been an easier process.

Can ChatGPT be Used for Recruitment?

ChatGPT is a language tool powered by AI. ChatGPT is trained to respond to prompts or queries in an in-depth, conversational-like manner. Using the tool, a user can ask ChatGPT a question or a prompt and expect to receive a detailed answer. Users can even ask follow-up questions to the initial prompt and engage in back-and-forth dialogue with the bot.

Because ChatGPT is a natural language tool, it begs the question: can ChatGPT be used for recruiting?

The answer is yes.

Five Ways to Use ChatGPT Recruiting

ChatGPT recruiting might be the smartest and most efficient way to recruit talent. There are many benefits to implementing ChatGPT in your talent acquisition search. Not only can ChatGPT save your recruiter time, but it can also provide valuable information, like industry term definitions, to help find the best candidate.

Here are five ways to effectively use ChatGPT recruiting:

Draft Outreach Emails

Outreach emails can seem daunting to write. But, when using a recruitment service that understands the power of ChatGPT, your recruiter can use ChatGPT to help you craft the perfect email to send to potential candidates.

Think of ChatGPT as a notepad for generated ideas. For example, your recruiter might ask ChatGPT to create an email outreach template to invite candidates for an interview. Your recruiter will likely need to make minor edits to nail down your company’s voice and brand because while ChatGPT is efficient, it can be clunky and repetitive.

Once the edits are complete, your recruiter can send the email to potential candidates.

Write Job Descriptions

Not only can ChatGPT help your recruiter compose emails, but it can also help you and your recruiter write the perfect job description for your vacancies. For example, your recruiter might ask ChatGPT to “describe the role of a digital analyst.” In just a matter of a few seconds, ChatGPT will provide a lengthy description of the role.

A recruiter will then take what ChatGPT provides and tweak the job description to fit your company’s brand, as needed. In no time, you and your recruiter will have a solid job description to add to your vacant position’s listing or use as part of your social media recruitment plan.

Create Interview Questions

A major component of hiring a new candidate for a role is the interview. Because not every role within your organization will be the same, your recruiter will need to prepare various questions for different positions. This can take a significant amount of time and brain power. But the good news is it doesn’t have to be this way.

ChatGPT can be used to help write interview questions based on the role you are advertising. For example, if you are advertising a position for a marketing director, your recruiter may ask ChatGPT to source questions regarding the role. Within no time, ChatGPT will provide a list of potential interview questions, including questions like, “How do you measure the effectiveness of marketing campaigns?”

Source Job Role Information

Every now and again, a client might present a recruiting service with an obscure and hard-to-describe job. Before your recruiter begins looking for the ideal candidate, they need to fully understand the role, including the industry terms and definitions.

That’s where ChatGPT comes in. In a way, ChatGPT can act as a search engine, but without the multitude of web pages. Your recruiting team can ask ChatGPT to describe the position or define specific industry terms, and without spending hours on Google learning bits and pieces about the role, your recruiter can get a basic understanding of the role and industry.

Create Conversation Scripts

An important part of the recruitment process is contacting potential candidates. This part of the recruitment phase can easily be done with a conversation script. ChatGPT can be asked to create a conversation script to use on calls with potential candidates. Once the bot provides a script, you can modify the script to fit your company’s needs.

With the conversation script in hand, your recruiter will have a good idea of how to steer the conversation to spark interest with your future employees.

ChatGPT recruiting can leverage your talent acquisition game when used with a talent advisory strategy. The biggest pro of ChatGPT is it can save you and your recruiting service time in various ways.

Learn more about how our team at ProIQ uses the latest recruitment marketing tools to find you the best talent. Contact us today.

Job recruitment isn’t what it used to be. Gone are the days when hiring managers could rely on newspaper ads, cold calls, and good old-fashioned word-of-mouth to attract new job candidates. Instead, social media is now the dominant way that professionals network, find job opportunities, and highlight their skills and accomplishments.  

Before the 2020 COVID-19 pandemic, the process of finding and securing job candidates was still relatively simple. Recruitment options included:  

• Posting openings on a digital job board. 

• Encouraging individual candidates to apply via the company website or job page. 
• Calling or emailing potential candidates and scheduling them for in-person interviews  

Now with online career fairs, video interviews, and virtual networking events added into the mix, the recruitment game has become much more nuanced and multi-faceted. Social media plays a key role in the new hiring process. 

What is social media recruitment? 

Social media recruitment refers to the process of using social media platforms to advertise jobs and identify candidates. With platforms like LinkedIn, Facebook, and Twitter boasting over 3.5 billion combined users, social media holds exciting potential for companies interested in recruiting skilled and unskilled talent.  

Recent studies have found that over 90% of surveyed companies already report using social media as a resource when hiring. Want to know if your candidate has any embarrassing photos out in the digital netherworld? Search for their name on Facebook and see what comes up. 

Similarly, Facebook and LinkedIn are the two dominant platforms that job seekers use for networking and portfolio-building. Candidates consistently post on job boards and in social groups when they are in the market for a new position or recently completed a certification. Taking your open job listings directly to these prospective hires is critical in an era when constant ads and updates threaten to overwhelm the average user. 

Social networks are a hub for the largest online repository of talent in the world, which is why it’s important for you as a recruiter or talent acquisition manager to not let them go to waste. For companies looking to navigate the opportunities and pitfalls of social media recruitment, here are some tips to keep in mind.  

Cast a wider digital net 

Most people in the market for a new job today are active on social media. If you want to get as many eyes on a job posting as possible, listing it on platforms like LinkedIn, Facebook, and Twitter can increase visibility and candidate applications by up to 50%. 

In addition, social media recruitment can also help you connect with a pool of higher-quality candidates. This is because job seekers who engage with employers via social media are likely to not only be tech savvy, but also up to date with the latest digital trends. For roles involving a fair amount of computer work, this skill is critical. 

Putting some dollars behind “hot jobs” on Facebook can also be an effective way to generate applicants quickly. Boosted posts and strategically targeted ads can get your job in front of the audience most likely to respond. It also helps you gather valuable information on the demographics and behaviors of your ideal candidate. 

Forge a personal connection 

When candidates apply for a job, they are not just searching for a way to pay the bills. They are seeking to build a relationship with their prospective employers before even accepting a new role. They want to get to know you as a person and determine if your organization is the right fit for them.  

With this insight in mind, you can use social media to resonate with candidates in a way that helps you stand out from other employers. Show them who you are and what makes you unique. Even if those candidates do not turn into actual employees right away, you will still have access to a community of talented people that will help your organization fill future roles.  

Get a 360-degree view of your candidates  

Selecting a candidate after weeks of vetting and interviews only to find out later that they weren’t right for the job is every hiring organization’s nightmare. While these missteps are bound to happen every once in a while you can avoid them by looking at your candidates’ Facebook, LinkedIn, and Twitter profiles to get a better idea of who they are as an individual and employee.  

This strategy has proven successful for recruiters in the past, with 61% of hiring managers finding information they didn’t like on a candidate’s social media account and 55% reconsidering the hire based on what they found.  

Running paid ads on social media gives you direct access to candidate accounts. Applicants will often use their personal social media profiles to apply (think LinkedIn “Easy Apply” options) and may even engage with a hiring ad via comments and likes. Tracing potential new hires back to their accounts in these cases is simple and a no-brainer for companies interested in long-term candidate retention. 

Develop your company’s workplace “brand” 

Regardless of the job description, candidates are more likely to accept a job (and stick around for a while) if they align with your company’s mission. Over the past few years, job seekers increasingly prioritize personal fulfillment and value alignment in their employment. In fact, a driver of the Great Resignation was the lack of perceived purpose candidates felt while at work.  

As such, it’s important that you harness the power of social media to build up your brand and create awareness of your organization as a fulfilling workplace whenever possible. Just like when marketing to customers, potential employees want to know what they’re getting by committing to you. That could include: 

• Employee benefits like strong healthcare plans and 401(K) matching 
• In-office rewards (i.e., free lunches or “take your dog to work” days) 
• Remote or hybrid working opportunities 
• Office culture and the ability for workers to network 
• Volunteer initiatives and monetary donations supported by your organization 
• Political stances and election support 

By making your brand’s mission statement, benefits, and values visible and top-of-mind to candidates, you will attract quality talent that tends to retain for longer periods of time. 

As hiring demands increase and competition for high-value talent skyrockets, forward-thinking companies are wisely planning staffing and recruitment strategies. This is the moment to act by connecting with high-quality candidates via social media recruiting.  

For more information on how to develop a social media recruitment strategy, contact ProIQ today. 

Did you know that you are shaping potential candidates’ perceptions of you every single day? Every time you post, tweet, snap, like, or share, you tell your followers something about what it’s like to work for you. Whether it’s intentional or not, you are sending a message.

The question is: are you sending the right message?

Consider this: 70% of potential hires are passive candidates—they aren’t actively seeking a job. But they’re still absorbing information about your company, culture, and brand. And they’re open to a new position if the right opportunity presents itself.

Outsourced recruiting services and social media hiring can help you reach those people—but it’s a marathon, not a sprint.

START ON THE RIGHT FOOT: COMMIT TO THE PROCESS

You can’t just jump into social media recruiting with abandon and post whatever, whenever. You need a strategy designed to reach the right people with the right message at the right time. Here’s how to get started:

• Goals—What do you want to accomplish? Do you have specific roles you need to fill ASAP? Are you seeking to network with passive candidates for future opportunities? Showcase your culture? Make a list of the goals you want to accomplish with social media before you start posting.
• Great Culture—It’s not enough to make your culture look great. Your culture must be great if you want to recruit successfully. Social recruiting gives followers a sneak peek into what it’s like to work at your company. If you don’t have a great culture, work on that first.
• Time—Social media requires time and consistency. You have to invest in building your audience, creating a content calendar, analyzing results, and adjusting as needed.
• Experimentation—If what you’re doing isn’t working, try something else. There is no single best strategy that will work for every business, all the time. Be willing to experiment with different kinds of content, different posting days and times, and different engagement strategies. Find what works.

Hit the Ground Running: Plan Your Strategy

Thomas Jefferson famously said, “The harder I work, the more luck I seem to have.” Companies that recruit effectively on social media aren’t just lucky—they’ve put in a lot of work to plan a strategy that gets results:

• Know whom you’re trying to reach. What does your ideal candidate look like? Develop candidate personas that include demographics, preferences, job skills, goals, interests, and even hobbies. These things will tell you what social channels they most likely use and what types of content they’re likely to engage with.
• Decide where you want to send traffic. Do you have separate landing pages for each open position? (Hint: you should.) Which posts will send visitors directly to those landing pages and which ones will go to your general careers page? Send candidates to a targeted landing page that will draw them in and invite further interaction.
• Build a posting strategy. Analyze the best times to post for each channel by looking at engagement metrics. When are people most likely to like, comment, and share? When are they most active online? What kinds of content do they interact with most frequently?
• Get current employees onboard. Current employees can be some of your best brand ambassadors. Recruit them to like and share your posts, interact with comments, and tag people who may be interested. If they love working for you, they’ll be glad to help promote your company to their network. And a little friendly competition never hurts either.
• Analyze and adjust. If your strategy isn’t working, find out why. Analyze metrics such as traffic to your landing pages, number of comments or mentions, number of new follows, frequency of likes, shares, and retweets, and number of paid advertising leads. Learn from the data and adjust your strategy as needed.

Stay In the Race: Learn and Grow Across Channels

Over time, you’ll find that you’ve hit a stride in one or more of your social channels as activity and engagement grow. Take what you’ve learned and tweak it across all of your social media venues to reach a wider audience. Remember, Twitter followers engage differently than Instagram fans do. LinkedIn has an entirely different purpose from Facebook. Discover what works best for each audience and tweak your strategy for better results.

And one final caveat: Use the information you find on social media carefully. Don’t open yourself up to discrimination lawsuits by allowing a candidate’s age, marital status, or other private information to affect a hiring decision.

Social media recruiting is a powerful tool that can help you reach otherwise unreachable candidates. Use it wisely to showcase your culture and build your employer brand intentionally—and have fun!

 Women We Admire recently announced their list of Top 50 Women Leaders of Utah for 2022

ProIQ is excited to announce that Sara West, Managing Director, has been named as one of the top 50 leaders in Utah by Women We Admire, a publication dedicated to recognizing the achievements of exceptional women across industries and circulates its content to over 32,000 individuals and businesses.  

In 2021, West launched ProIQ, which focuses on Digital Advisory solutions for HR and Talent Acquisition departments interested in utilizing digital strategies to attract and retain talent. As Managing Director of ProIQ, Sara West leads strategy and solution development as well as delivery for ProIQ’s clients from the office in the greater Salt Lake City area. West and her team partner with companies to implement innovative digital recruiting strategies, like social media recruiting, programmatic job advertising, geofencing recruiting, and recruitment marketing to better position themselves in a fast-paced hiring world. Previously, West was the Director of Strategic Development at Hire Velocity where she helped shape brand strategy to build market awareness, generate sales leads, and acquire new customers.  

All of the women honored on this year's list are recognized for their dedication and efforts in industries including education, healthcare, technology, financial services, and more. “In this state, women were enfranchised 50 years before most American women and were the first women in America to vote under an equal suffrage law. This year's awardees follow in the footsteps of those Utah women who came before them, leading fields that are often largely male-dominated. They continue to eliminate barriers before them and are setting an example for younger generations of women leaders,” states the publication’s website where the complete list of winners is available.  

Please join us in congratulating Sara West on this incredible accomplishment.  

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About ProIQ 

ProIQ is a strategic partner for companies that want to build both great teams and great businesses. By engaging to understand their clients’ unique needs, they create digital and talent strategies that deliver the solutions required to drive success. ProIQ leverages digital marketing expertise to help clients build their employer brand, effectively market to and attract candidates, and identify new talent markets with recruitment marketing, employer branding, and location analysis.

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Recruitment marketing is like running a race for talent. Planning your strategy positions you at the starting gate, executing your plan sends you off down the track alongside your competitors, and measuring the results of your efforts helps you clock your time so you can fine-tune and improve your performance. The prize in the winner’s circle is finding and hiring the candidates who are ideally suited to your role and culture.

Using many of the same techniques as traditional marketing, recruitment marketing can help you reach candidates in the awareness, consideration, and interest stages of talent attraction. The ultimate goal is to see a desirable candidate hit the submit button on your application and become a valued member of your team for the long term.

But first, you need to understand how candidates decide to apply for a specific role in the first place.

The Funnel: How Marketing Intersects With Talent Attraction

Recruitment marketing uses many of the same strategies as traditional marketing, and it follows a similar path. Marketing begins by casting a broad net with awareness campaigns and narrows down through the consideration stage and finally the interest or decision stage. At each stage, the target audience becomes smaller and content focuses on answering the specific questions people in that stage might have.

Recruitment marketing follows a similar funnel-shaped process of creating awareness, providing information for consideration, and prompting candidates to take action. Think of recruitment marketing as the pre-game show before recruitment starts in earnest. The goal of recruitment marketing is to secure an application, while the goal of recruiting is to secure the hire. When structured and executed effectively, recruitment marketing should segue into the recruiting process, as demonstrated in the funnel graphic below.

Recruitment Marketing vs. Recruiting

These broad stages can be broken down into more specific actions, but they are all part of the talent acquisition process, as shown in the graphic below.

For example, the recruitment marketing stage will include employer brand awareness for passive candidates, direct response advertising, retargeting, and direct sourcing leading up to the application. After the candidate has applied, the recruiting process will kick in with screenings, interviews, offers, and the eventual hire.

You can see how each stage progressively narrows down the field of candidates and leads into the next stage.

Why Job Postings Aren’t Enough

But why put in all that effort? Why not just post your job on your favorite job boards and social media sites?

The reason is that a candidate’s path to your company is not as straightforward as it once was. A 2018 CareerBuilder survey found that 60% of employers have experienced longer time-to-fill over the past year due to a fiercely competitive hiring landscape. Candidates expect employers to be proactive and personal, and 31% expect personalized messages from recruiters. Three out of four candidates want to know what it’s like to work for a company before they apply, and half will check you out on your website and on social media first.

The bottom line is that candidates are taking charge of their own job seeking experience. If employers don’t meet their expectations, they can kiss those applications goodbye.

Recruitment marketing gives you the edge on attracting the best candidates, because it changes the recruiting equation. By stepping into the recruiting experience with personalized outreach, target audiences, and carefully crafted messaging, you can reach the best candidates at every stage of the job search.

As Baby Boomers retire, Millennials and Gen Z are becoming the largest demographic in the United States workforce. How can you meet the challenge of recruiting a new generation? The future of job recruitment may lie in using social media and TikTok for recruiting. Social media platforms and apps can be key to attracting younger job seekers. Let us dive in with how you can use TikTok for recruiting. 

What Is Tik Tok? 

Social media has become an integral part of our daily lives. As of 2021, 82 percent of the United States population has a social networking profile, or around 223 million people. The growth of social media has also impacted how applicants find jobs, as 96% of job seekers report using social media to find job opportunities. A social media recruiting strategy is essential to attract the best candidates. So, how do you get started? Try these five best social media recruiting best practices to leverage social media to find top talent.  

1. Determine Your Social Media Goals

Before you can start a social media recruiting strategy, you need a plan. Develop clear goals and metrics that define success and plan what social media recruiting efforts will best achieve those results. Metrics can also track how your strategy affects the bottom line, such as showcasing where you get the best applicants, how long it takes to fill a position and the cost per hire.  

2. Be Seen On the Right Channels 

It can be overwhelming to decide which social media platform will best reach your target job seeker. First, determine what type of candidate you want to attract. Then, tailor your social media recruiting strategy to that group. Choose a platform that will best engage that type of candidate and grow your presence on it. The most popular social platforms include Facebook, Twitter, and LinkedIn, each with its strengths and weaknesses.  

3. Share Engaging Organic Content

Sharing and spreading organic content is one of the biggest advantages of social media recruiting. What is organic content? Organic content is a social media activity that does not require paid promotion, such as consistent posting of content to your company’s page. Regularly posting new content that showcases your company, its employees, and its culture can intrigue potential applicants. The power of engaging content is that it can expand your reach with minimal effort on your part beyond posting.  

4. Invest in Social Media Advertising

Social media advertising on Twitter, LinkedIn, Facebook, and Instagram provides you with the opportunity to target your ideal job candidate with your job placement. You can hone in on details such as demographics, interests, location, job title, etc. With paid social media advertising, you can tailor your messaging to a specific audience and extends the reach of your online platform.  

5. Develop A Landing Page

Landing pages are an essential part of social media recruiting best practices. Landing pages have a single purpose, a single message, and a single call to action. Their intended purpose is to attract interested prospects engaged with your social media recruitment campaign and provide you with easily trackable metrics. When recruiting for a specific job opportunity, rather than sharing a more varied page, such as a career page, consider a landing page to increase the likelihood of the prospect applying.  

HOW TO GET HELP WITH SOCIAL MEDIA RECRUITING BEST PRACTICES

Social media recruiting has become an essential strategy for recruiters today, as 92% of recruiters report using social media in their job recruitment efforts. In other words, if you have not started a social media recruiting strategy then, it’s time to get started, and we can help.  

At ProIQ, we combine a passion for data and a love for digital marketing to develop solutions for talent acquisition and marketing challenges. Our team of experienced social media experts partners with you to understand your goals and create highly targeted, cost-effective campaigns that attract high-quality candidates. Learn how we can help you today.  

If you want to catch a fish, you have to go where the fish are. Makes sense when you’re carrying a rod and reel, but when it comes to landing the big fish in terms of talent acquisition, many business professionals aren’t in the right pond.

Statistics show that the gap between consumer and professional usage of social media is widening. Businesses aren’t keeping up with social innovations and new networking opportunities, and that’s detrimental for the job force. The good news is that job candidates want to connect; they’re broadening their networks and polishing their online resumes. All you have to do is get them to bite.

Goals for Social Media Recruiting

Social media recruiting isn’t like posting a job on Career Builder. Job candidates expect a more personal, interactive approach when they’re on Facebook. Your social recruiting strategy should accomplish two goals:

• Sourcing—Obviously, your number one goal is finding the right applicants. Social media is a great place to do that because it’s where the largest pools of talent congregate.
• Transparency—Social media also helps job candidates get to know your company and establishes your identity as a desirable employer.

How to Attract the Right Candidates with Social Media

For most businesses, the question isn’t primarily whether they should engage in social media recruitment strategies. It’s how to create an effective strategy in the first place.

• Diversify—Establish a presence on multiple social media networks. Start with the Big Three (Facebook, Twitter, and LinkedIn) and then expand from there. The goal isn’t to have accounts at as many places as possible; rather, it’s to establish and maintain a presence on those networks that will bring the most benefit to your company.
• Use Social Referrals—Your job postings aren’t just appearing to your contact base. They’re also being shared with friends of friends, a process known as social referrals. Make the most of this opportunity by remaining in close contact with the movers and shakers at key companies.
• Engage—By interacting with your target audience, you not only present yourself as a transparent company but also gain insight into the identity and personality of potential job candidates.
• Marketing—Sell your company using the same marketing techniques you use to sell a product: brand promotion, target audience, strategy development, content creation, ad development, metrics, etc.
• Follow Up—Social media is becoming an essential tool for identifying desirable job candidates but don’t throw out the tried and true methods. Once you’ve narrowed down your pool of candidates, follow your normal protocol for interviews and follow-ups.

With more than 60% of adults maintaining a social media presence to some extent, social media recruiting places you in contact with the largest available pool of potential talent. It’s a trend you can’t afford to ignore.

HOW TO WIN THE RACE FOR TALENT AT EVERY STAGE OF THE JOB SEARCH

Recruiting in a job seeker’s market gets complicated quickly. In addition to stiff competition for quality candidates, employers must consider cultural fit, engagement strategies, and talent attraction strategies that reach beyond the job board. If recruiters don’t zero in on hiring the right person the first time, recruiting costs will skyrocket as retention drops and turnover escalates.

In December of 2019, the Bureau of Labor Statistics reported 6.4 million job openings. That’s down over 10% from the same time last year, but it still outpaces the 5.9 million hires that took place during that month. These numbers often play out in favor of candidates, especially those with high-demand skills. Candidates can afford to be choosy about the positions they accept, and employees don’t have to stick around in a job that isn’t a good fit. With online reviews and social media at their fingertips, they can make decisions based not only on the specifics of the role, but also on what it’s like to actually work for a specific company.

Employers, meanwhile, must compete with hundreds of other companies for qualified talent. People with the right skills might be few and far between. The best candidates will likely receive offers from multiple employers, especially in high demand fields like technology or healthcare. To compete, employers must be more strategic about the ways they find and attract talent.

The stakes are high, and the right hire could make the difference between success and failure in the marketplace. So how can you boost your chances of securing the talent you need?

It starts with recruitment marketing.

Table of Contents: Recruitment Marketing

• What is Recruitment Marketing?
  • The Funnel: How Marketing Intersects with Talent Attraction
  • Why Job Postings Aren't Enough
• The Starting Gate: Position Yourself for Success with Candidates
  • Candidate Personas: Get to Know Your Ideal Candidate
  • SEO / SEM: Find Your Candidates Online
• Run the Race: Plan & Execute Your Strategy
  • Awareness
  • Consideration
  • Interest
• Clock Your Time: Recruitment Marketing Metrics & KPI's

Programmatic recruitment advertising is revolutionizing the way companies recruit top talent. As industries face challenges in sourcing top-notch talent efficiently, programmatic is helping companies save costs, streamline job advertising, and target the best candidates. However, if you are thinking of embracing this innovative method of recruiting, it’s important to understand how programmatic job advertising works.

What is Programmatic Job Advertising?

Programmatic job advertising uses technology and automation for buying, distributing, and optimizing job advertisements across the internet. This technology optimizes recruitment advertising using online data collection, targeted job ads, and automated bidding. This automation ensures that the right job ad is seen at the right time by the right job candidate to increase the likelihood they will apply. 

Programmatic Works For You

Programmatic recruitment advertising is more than the automation of job ad placement. It also provides intelligent feedback on how your job ads are performing, where jobs ads should be placed, and improvements you can make for the future. In the end, programmatic provides you the insight to ensure your recruitment campaign is efficient and cost-effective. 

Targeting the Best Job Candidates

Programmatic job advertising uses data from a wide variety of sources to offer recommendations for job ad placement. For example, your existing candidate relationship management or applicant tracking systems may offer insights into the demographics of users on your website. This machine-driven system looks at data to predict where the ideal candidate will most likely see a job placement. 

Analytics At Your Fingertips

Programmatic job advertising provides you with the tools to quickly track and analyze the performance of all your recruitment media. Job advertising data is available with real-time insights on job ad performance, budget, and the ROI on job placements. You have the power to control your entire job advertising process seamlessly in one location and make instant adjustments as situations change. 

Keeping People In The Process

While programmatic job advertising automates more of the recruiting process, it doesn’t remove people from the equation. Instead, recruiters can now streamline the more challenging aspects of the recruitment process and focus on using actionable data to hire top-quality candidates at a much lower cost.

Ready To Get Started?

Contact us today to learn about how ProIQ can help you maximize your recruiting results and source top-notch job candidates in less time. 

With billions of job seekers online, how do you guarantee that the best candidate sees the ad for your job? Innovations in digital advertising make it easy for recruiters to maximize ROI, streamline recruitment efforts and help companies save money with programmatic job advertising. Programmatic job advertising can help you capture your prospect's attention and ensure they click to apply.

The Growth of Data-Driven Advertising

Programmatic advertising has revolutionized online advertising. Rather than manually searching for where to run ads, companies using programmatic advertising can place ads on a network of publishing platforms simultaneously. Programmatic online ad buying helps companies make data-driven decisions, increasing revenue. As of 2020, programmatically sold advertising was worth $129.1 billion.

What is Exactly is "Programmatic"?

Whether you are in sales or job recruitment, "programmatic" ad buying refers to the software used to purchase digital advertising. This involves the automated process of buying, selling, and bidding on ads across multiple online channels to target a specific demographic. Advertisers use programmatic advertising to direct ads to their ideal customer, while recruiters use programmatic job advertising to target their best job candidate.

Powerful Benefits for Advertisers and Recruiters

Marketers use programmatic to place ads for products, while recruiters use the same automation to place ads for job seekers. Programmatic helps both industries see actionable results. These technologies empower the advertiser and recruiter to laser target their ideal demographic and prevent accidental overspending on advertising budget.

Manage Your Ad Budget

Recruitment advertising can be costly. Programmatic job advertising helps you determine how to allocate your advertising budget effectively across many types of jobs to be filled. The most effective platforms use predictive data and intelligent automation to intuitively manage your spending across all open positions to ensure no overspending occurs. These algorithms also help ensure you pay for ads that provide tangible results and the highest possible ROI.

Connect With Your Ideal Candidate

One of the key benefits of programmatic is the ability to laser target the audience of your ad. For marketers, this has been key to ensure that the right customer sees their product ad. For recruiters, programmatic job advertising helps reach out to the most fitting job candidates. Intelligent algorithms set up job candidate profiles, and ads are placed where they are most likely to attract higher-quality applicants and lead more candidates to the final stages of hiring.

Data-Driven to Get Results

Programmatic job advertising provides companies with real-time data to make long-term ad spending decisions to recruit the best candidates. Studies show that companies using programmatic job advertising are nearly three times more likely to improve the quality of hire than traditional advertising. Additionally, companies that leverage programmatic are also twice as likely to reduce time-to-fill.

Ready to Use Programmatic Job Advertising?

If you're looking for the best method of sourcing top-quality job candidates in less time, try programmatic job advertising. Contact us at ProIQ to learn how we can help your company optimize your campaigns and recruit the most qualified candidates.

Based in Salt Lake City, Utah, ProIQ serves clients across the country in their efforts to market smarter, Hire Smarter, and grow stronger.

Every company faces unique challenges and ProIQ believes that they should be met with innovative solutions. Their approach combines a passion for data with a love of digital marketing to develop solutions that drive results for talent acquisition, sales, and marketing teams. As a new division of Hire Velocity - an industry leader in Recruitment Process Outsourcing based in Atlanta, Georgia - ProIQ serves as a full-service digital marketing agency with a focus on attracting candidates using digital recruiting strategies.

Managing Director, Sara West, will be leading ProIQ in focusing on Digital Advisory and Talent Advisory solutions. Previous to her new role, West was the Director of Strategic Development at Hire Velocity where she helped shape brand strategy to build market awareness, develop inbound and outbound lead strategies to acquire new customers. Before joining Hire Velocity, Sara served as an Investment Banking Financial Analyst for Signal Hill Capital Group (now DCS Advisory) in New York, where she specialized in the IT services and IT security software sectors. There, she played a pivotal role in researching, evaluating, and executing major deals, completing extensive due diligence for both buy-side and sell-side transactions.

“I’m excited to help companies implement innovative digital strategies, like social media and programmatic job advertising, to better position themselves in a fast-paced hiring world. In today’s candidate-driven job market, it’s important for companies to implement strategies that will not only attract candidates but also position them as an employer of choice,” explains West, “What makes ProIQ different from your typical agency is that we’re laser-focused on quantitative results. Yes, we’re creative but at the end of the day everything is about the numbers.”

ProIQ leverages digital marketing expertise to help clients build their employer brand, effectively market to and attract candidates, and identify new talent markets with recruitment marketing, employer branding, and location analysis. Its digital advisory solutions will support clients’ digital marketing strategy with social media marketing, website development, content marketing, search engine marketing, and email marketing. By employing a team that has decades of experience in talent acquisition, marketing, sales, operations, data analytics, corporate strategy, and finance, they’ll be able to develop unique digital, data-based solutions that address even the toughest human capital and digital marketing challenges.

About ProIQ

ProIQ is a strategic partner for companies that want to build both great teams and great businesses. By engaging to understand their clients’ unique needs, they create digital and talent strategies that deliver the solutions required to drive success. ProIQ leverages digital marketing expertise to help clients build their employer brand, effectively market to and attract candidates, and identify new talent markets with recruitment marketing, employer branding, and location analysis. Its digital advisory solutions will support clients’ digital marketing strategy with social media marketing, website development, content marketing, search engine marketing, and email marketing.

About Hire Velocity

Hire Velocity designs talent strategies that build great teams and great businesses. They are a proven leader in Human Capital Solutions and trusted by companies for customized Recruitment Process Outsourcing (RPO), Search, and Talent & Digital Advisory solutions. Hire Velocity partners with clients across nearly every industry to solve recruiting challenges and achieve sustained outcomes. Consistently recognized as a partner that goes the ‘extra mile’, they are devoted to delivering outstanding customer service.

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Many changes are happening in talent acquisition. Companies are seeking out new ways to recruit top talent efficiently and cost-effectively. Programmatic job advertising is one the most innovative ways today for recruiters to attract the best candidates and hire in high volumes. Programmatic advertising for recruitment can empower your company to save time, save money and recruit the most qualified candidates for every position.

What is Programmatic Job Advertising?

Programmatic job advertising uses automation tools to purchase, publish and optimize online job ads. This intelligent software ensures that job ads are placed where they are most likely to be seen by the most suitable candidate. This technology integrates with a network of applicant tracking systems, websites, job boards, and ad space to post jobs on the channels that deliver the best outcomes.

Don't Miss These Key Benefits of Programmatic

Programmatic job advertising offers significant benefits for recruiters. Most importantly, with programmatic job advertising, you can:

• Target your ideal job candidate.
• Place your job ads where relevant candidates see them.
• Reduce staff time spent on the manual tasks of posting on job boards.

But, there are many other advantages to using programmatic job advertising.

Long-Term Cost Savings

According to recent research, on average, 40 percent of job advertising spending is wasted. How can you lower the costs of your advertising budget? Programmatic automated bidding can help ensure that you only pay for the ads that provide tangible results with the highest return on investment (ROI). This intelligent process helps you set suitable bids and budget caps on advertising, so you avoid overspending. 

Greater Reach of Your Recruitment

Advertising your job openings across multiple and diverse publishing networks has never been easier with programmatic automation. With programmatic job advertising, you can expand the pool of potential candidates you reach. Since the most qualified candidates may not be on the most popular job-seeking websites, programmatic automation helps your job posting be seen on unfamiliar specialized job boards and websites that attract the best candidates. 

Higher Candidate Quality

High applicant volume doesn’t necessarily mean that the top candidate is applying. A chief advantage of programmatic job advertising is that it ensures your job placements are seen by the relevant job seeker who can fill your specific needs. Automated optimizations help reduce the cost-to-hire by placing ads in front of the most qualified and relevant job applicants with a higher probability of being hired. 

Valuable Insights Through Real-Time Metrics

One of the most desirable benefits of programmatic job advertising is delivering real-time performance tracking and actionable data. A programmatic approach can track ad spending, ad performance and provide analytics to make improvements over time. You will know precisely how well your job ads are doing across all recruitment media and make informed decisions that drive maximum ROI throughout the job recruiting process. 

The Takeaway

Talent acquisition can be costly, and hiring the best-qualified candidates for hard-to-fill positions can be a slow process. Programmatic job advertising offers various benefits to help companies solve this dilemma and optimize data to improve quality-of-hire.

Save yourself the frustration of struggling to find talent and learn how ProIQ’s recruiting platform can help you reduce costs and hire the best possible candidates. 

Recruitment of top talent is one of the biggest challenges most companies face, regardless of their size or industry. Recruiters are competing for the most qualified candidates while balancing the management of a high volume of applicants. 

Programmatic job advertising is one solution that can improve efficiency and decrease total costs in the recruiting process. 

Understanding Programmatic Job Advertising

Simply put, programmatic advertising is the buying and selling of online ads through automation tools. Advertisers can place ads across multiple online channels to target a specific demographic. Programmatic advertising ensures that the right ad is seen at the right time by the right audience to increase engagement. 

Programmatic Job Advertising Delivers Superior Results

Similar to programmatic advertising, programmatic job advertising uses similar automation tools to buy and optimize jobs ads. This automated process ensures that a target job candidate sees the job ad. This technology integrates with a network of job boards, websites, and ad space to put job ads on the channels that deliver the best results. 

How Is It Different From Traditional Job Advertising? 

Studies show that traditional job advertising models can lead to expensive and ineffective results. This approach to talent recruitment forces recruiters to negotiate, purchase, and monitor all job advertising investments. This can lead to inefficient and costly processes that don’t reach the right potential candidates. Programmatic job advertising automates the digital advertising process to manage costs and guarantee that your job lands in front of precisely the right candidate —the one you want to hire. 

Big Benefits for Recruiters

Programmatic has changed the way advertisers and recruiters use online platforms. It provides recruiters with the tools for cost-effective access to targeted job seekers. Key benefits of programmatic job advertising include:

• Cost-effective job advertising
• Higher quality application volume
• Faster time-to-hire
• Recruiter efficiency

Business Impact of Programmatic

Companies and recruiters are investing in programmatic job advertising because it provides the tools to consistently attract quality, engaged candidates and reduce the cost per hire. Programmatic replaces ineffective advertising methods and provides quick results on job ad performance. The results show that programmatic advertising consistently helps companies increase the speed of the hiring process and save money.

Learn more about how ProIQ can help your company strengthen your recruitment strategy and realize cost savings from programmatic job advertising.

Client: Goldleaf Farms

Scope: Branding, Content Marketing, Website Design & Development, Social Media Marketing, Search Engine Optimization (SEO)

Visit www.goldleaffarms.com

Project Description:

Goldleaf Farms is an ornamental tree farm based outside of Atlanta with nearly 300 acres between 2 farms in Georgia and Mississippi. As ‘Growers of Distinct Trees’, Goldleaf Farms was looking to modernize its brand with a new mobile-enabled website and online store, social media presence, and overall digital identity. ProIQ worked with Goldleaf Farms to bring the owner, Phil Cates’, vision to life with a unique website design and presence.

New Website Design with Online Store

The ProIQ team partnered with Phil to highlight drone footage of the Georgia farm throughout the website as well as the 150+ varieties of trees on the new mobile-enabled online store. By using the category and tag functionality to group the unique characteristics of each tree species, customers can identify the optimal tree based on height, spread, shape, foliage, fall color, farm location, genus, species and cultivar.

DIgital Identity Redesign + Video Marketing

Working with Phil, ProIQ developed a strategy to refresh the company’s identity across the social media platforms and on Google to drive greater brand awareness and organic traffic to the website.