Recruiting via social networks has become essential. However, many companies are still struggling to use them effectively, due to a lack of clear strategy and appropriate tools. Between poor use of the platforms, unengaging content and a lack of internal support, recruiters face a number of obstacles. So how can you make the most of these channels to optimise your recruitment? Here are five best practices for recruiting effectively using social networks.
1/ Use your own LinkedIn profile to recruit via social networks
- Optimise your LinkedIn profile: professional photo, attractive banner and engaging bio.
- Clearly state your role and the company's values.
- Share job offers regularly with a personalised message.
- Interact with candidates by commenting and replying to messages.
- Expand your network by adding relevant profiles.
Be active and authentic to attract the best talent!
2/ Mobilising employees
Encourage them to become ambassadors for the company on social networks with an employee advocacy programme.
According to a Nielsen study, 83 % of Internet users trust their peers more than they trust a company's communications.
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3/ Simplifying the recruitment process
60 % of candidates do not complete their application on careers pages or job boards, because the forms are too complex, often badly designed and take a long time to complete.
- Limit the fields to be completed in the forms: surname, first name, e-mail, CV, optional covering letter, LinkedIn link.
- Make it possible to apply in 1 click via LinkedIn or by uploading a CV.
- Make it easy to apply from a smartphone.
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Recruitment and social networks: 5 essential best practices
Recruitment on social networks has become almost inevitable for companies. In fact, 82% of jobseekers today use social networks to find a job. Yet many companies still don't see them as an ally in the recruitment process. What are the reasons for this? How can we reverse this trend? What are the best practices for recruiting effectively using social networks? Find out more from Michelle Goldberger, employer branding and social networking trainer.
4/ Use social networks to recruit transparently
- Indicate a clear process on the career site and job offers: number of interviews, possible tests, deadlines.
- Keep candidates informed at every stage.
- Communicate the company culture, indicative salaries and career prospects.
Why is the employee experience important?
The success of recruitment via social networks depends partly on the satisfaction of your current employees, but also of former ones. A frankly unhappy employee will undoubtedly let you know, particularly through negative comments on social networks, LinkedIn in particular, and on Google, Indeed, Glassdoor, etc.
To avoid this type of situation :
- Measure their satisfaction with feedback tools.
- Organise events or get-togethers, particularly with employees during their onboarding period.
- Develop reverse mentoring between seniors and new recruits to share experience and skills.
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5/ Personalising recruitment content
- Write a job advert tailored to the target audience. For example: write a job description using technical language, or even expressions specific to the job.
- Use visuals, videos, cultural references and even music!
