On the surface, staffing has changed a lot in recent years thanks to technology combined with major world events, like the COVID-19 pandemic. However, if you dig a little deeper, the goals are still the same: finding and hiring the best-quality candidates for your unique company and culture.
To do that, there are an array of possibilities for sourcing candidates, one of the most powerful being social media. If you haven’t tapped it yet, you might be wondering where to start. Here are a few first steps to take:.
#1: Create a Strategy.
Before you start posting job openings and sharing messages on social media, you need a social media strategy. Planning ahead will not only make the process of building your social recruiting efforts easier, but more effective.
So do some homework first and figure out which platforms your company should be on, who the audience is within each, and who will be handling and overseeing the accounts. Also, clarify your company vision, so it’s easy to communicate in a cohesive way across platforms, and define how you’ll measure progress, so you know where you’re winning and where you need to adjust course.
#2: Develop Ground Rules.
Social media can sometimes feel like the Wild West, which is why it’s important to set some ground rules for posting. This includes determining the company employees who will handle posts and respond to the comments, how much time they should spend daily or weekly on these tasks, how they should respond to negative comments, and in what timeframe.
#3: Set the Right Tone.
If your company is a law firm, then you might want to use a more authoritative, formal tone in your social media posts. If, however, you run a pet grooming business, then you can have some fun with what you say and how you say it. Whatever type of company you’re running, it’s important to develop the right tone and share it with your staff so your employer brand is consistent across all platforms.
#4: Tap Your Biggest Fans.
Some of the best promoters of your company are your employees. They can serve as brand advocates in your social media recruiting efforts, discussing what they love about working at the business, perks and benefits, and other highlights that can make your company stand apart from your competition.
#5: Develop Engaging Content.
Your social media content shouldn’t be just about job openings. It should be a mix of jobs, employee stories, industry trends, company news, and other pieces of information that will be of interest to your audience. Don’t simply post promotional content about your company, but truly work to interest and engage with them so you can build a solid online community and a strong employer brand.
Need Help With Social Recruiting?
PrideStaff is here for you! As a leading recruitment firm in Tempe, we can tap the power of social media to help you source, screen, interview, and hire exceptional candidates. Get started with our Tempe recruiters today!