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!

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.

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.

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.

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.

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!

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.