To reel in top talent for open positions, you need human resources and recruiters to be extremely active on social media.But simply posting open positions on social media is not enough to separate yourself from the rest of the pack. The best way to stand out in the eyes of prospective applicants is by optimizing your digital presence and maximizing your reach. We’ll get into how to do that on your company’s page, on your posts about open positions, and how to get other employees involved, even if they don’t work in HR or the department of an open position.
First off, you can use almost any social media platform to promote open positions, including Twitter, Facebook, and LinkedIn. Websites like Glassdoor and Indeed work great too. But again, you have to use them correctly, maximize your reach, make sure your message is authentic, and present your organization as an appealing place to work.
When posting a job opening on LinkedIn or Twitter, you can use relevant hashtags such as #Hiring, #MarketingJobs, and more. You can get creative and make up hashtags about your company’s openings to create a feed that connects all your openings.
Just remember to make these posts authentic. You don’t want them to come off as corporate announcements. List two or three perks of the company or the position and include an appealing image or video related to your organization.
You want these posts to show up in searches. Hashtags will help with that, but you should also use keywords that describe the position, the organization, the industry, and more. That way, people searching for job openings will be able to find your available positions.
Beef Up Your Digital Presence
When someone finds your job posting, they’re not going to apply right away, even if the position sounds like a perfect match. They’ll want to conduct their own research about your company first. This is why you need to make sure your company’s digital presence represents your brand the right way.
Make sure your brand’s social profiles include summaries of what your organization does, and what makes it stand out. But again, be mindful of keywords and phrases to make your company page shows up in searches.
You also want your brand account and your employees to share industry-related content, including your website’s content, such as blogs, videos, case studies, podcasts and more. This will not only spread brand awareness on social media, but it will let people know that your organization and its employees are informed about what’s going on in your industry.
Leverage Your Employees
When your employees share content, there is a level of trust that their followers have for what they share over what your brand’s account shares.
Anytime your brand or even an executive at your organization share something on social media, many people see it as a marketing ploy or an advertisement. When an employee shares something on their personal accounts, it isn’t met with that kind of skepticism, making their content shares more effective, and maximizing your social engagement and reach.
Take it a step further by including your employees in your content strategy to help personalize your brand. A great way to do this is by creating video testimonials. Interview employees on camera and have them talk about the things they like about working at your organization. This shows prospective applicants the faces behind your brand, and lets people know that people like working at your company. Have employees across your organization share these testimonials along with job postings.
According to the Marketing Advisory Network, 44.5% of people say they are more likely to apply for a job their friend posted on social media than they would if they saw the same position on a job board.
Employees sharing posts leads to their friends and followers reaching out to them about the positions, which leads to employees referring people they know. This is great for your organization for a few different reasons.
Referred applicants are 55% faster to hire than if they were sourced through a career site, according to HR Technologist. Furthermore, employee referrals result in better quality candidates because your employees will only refer someone who they know will be a good fit for a position.
Outside of sharing content and promoting posts, you can have employees fill out reviews on LinkedIn, Indeed and Glassdoor. This helps with your company’s ratings on these sites and results in great reviews for prospective applicants to read through.
There are many reasons why employees would want to advocate for your organization. Your employees can be a huge help to your HR department, and it’s not hard for them to get involved.