The word around town is that as a Recruitment specialist you should be using the various Social Media platforms to recruit and have access to active and passive talent and that if you haven’t jumped on the bandwagon yet – you’re going to fall behind! And as the fear starts to mount; your Recruitment Company jumps on that bandwagon without really grasping the real concept of Social Recruitment.
There are no specific Social Recruitment rules, it is a business tool and if you need it, it is there to help you meet your Recruitment goals, but not every Social Media platform is able to give you what you need. So drown out the noise of what you are hearing in the industry, and make an informed decision as to what you as Recruitment professional really need from the Social Media world.
The best way to understand which tools will help meet your goals is to cut through the noise that the buzz is built on. Jobs.co.za will bring you a series of Social Media articles that can be used to assist you in streamlining your Recruitment process whilst maximizing your exposure.
So let’s start at the very beginning, before you decide which Social Media platforms to implement you need to come up with a Social Media Strategy as a whole, decide what your goal is and then decide which platforms will assist you in achieving those business goals.
To begin the process of setting out your strategy you might want to start by asking the following questions:
1. Are you wanting to build a Talent Pool of quality CV’s? 2. Do you want to build a community with which you can interact and share information? 3. Do you want or need Brand awareness? 4. Do you want or need an additional platform for your Job Content exposure?
There are many platforms that can be used within a social media strategy however to give your company an idea of where to start, let’s begin with an overview of the ‘Big Three’ platforms that your company should consider:
Facebook: – this platform is an effective tool when companies want to create brand awareness, engage with their target audience and drive people back to their website. This platform is not a database where you will be able to find and search for CV’s and profiles.
LinkedIn: – LinkedIn is a professional networking tool that Recruiters can use to search for, connect with and screen candidates. You are also able to advertise your company by using their company profile pages.
Twitter: – is a great tool when wanting to share various mediums of information. Companies are able to use it to advertise Job Ads, create awareness about their company and post information about events.
Now that you can see what each of the above platforms can offer you, you can decide which of these will match your strategy and end goal. Not every company will use all the platforms available and it is far better to use the necessary platforms effectively than use all, and have an ineffective campaign. In this month’s edition we delve into what Facebook can offer you in your Recruitment Strategy. Let’s break Facebook down and look at it as one of the components to your Recruitment Strategy.
Step 1: Setting up your Facebook Strategy
To make this process as uncomplicated and time efficient as possible the first step should be to create a month by month plan of subject/content ‘themes’. The simple way to start this would be to pull out a calendar and identify key dates within each month – specific celebrations and public holidays. Tip: A good example is Workers Day by which you can create and centre all your social media content around. Find relevant content and information around this public holiday to populate your page and enhance interaction.
Step 2: Create a Facebook Page:
Now that you have your plan going forward, you will now need to build yourself a Facebook page. This is a quick and easy process and can be done DIY style. Visit the Facebook section on Pages where you can view more information about creating a perfect page. Tip: remember to add in the URL to your main company website and other Social Media Platforms where your company has an online profile or presence.
Step 3: Build your Facebook Page
Your next step is to start populating your page with useful information and content that Job Seekers will find relevant. You should also take the time to understand the options available to you from an Application (Apps) perspective. This will assist you in creating and sharing interactive content on your page.
Tip: Decide what you would like your followers to see on your page. Go to the top Facebook search bar and simply search for the idea you have. Good examples are Twitter and YouTube, and as many are, they are free to use.
Another example would be the Jobs.co.za App which offers clients the opportunity to pull their Job Content from Jobs.co.za and display it on their Facebook Page. It also allows Job seekers the ability to search through the Job Ads share them and direct them to make an application.
Step 4: ROI and Measurement
At some point you will need to decide on whether your Facebook campaign is working for your company and offering you the ROI that you need to reach your end goal. Facebook has made it simple enough to gain access to this information through their Analytics tool.
Tip: As the Administrator of a Page you will have the ability to pull insights on your Page’s performance. On the right hand side of your Page under ‘Admin’ you will see a link to insights, click on this and it will pull a report giving you detailed information about your page. If you are getting good feedback through your comments this is a positive thing, it shows that the information is being well received and feedback offered. Remember at the end of the day Facebook is about community, sharing information and engagement and you as a Recruiter hold information and knowledge that Job Seekers would love to know. Job Seekers need to know what will get them into the positions they so badly want and need, and with your years of experience, we are sure you have conducted some pretty interesting interviews and met some challenging tasks. Use this to your advantage. Humour is engaging and a simple post on a daily basis based on what not to do as a candidate will then create a platform where Job Seekers can ‘like’ and comment on the post offering higher engagement between you the Recruiter and your market of Job Seekers.
To end off this guide through Facebook Recruitment remember this final point – one of the most important things to remember when it comes to Social Media is that it takes time, a lot of time, and a thorough strategy. It’s not just about posting available positions on the wall and hoping that the right candidate will come to you. It’s about engagement and unless you have enough ‘stuff’ to engage with people on your page – leave it alone! https://tinyurl.com/y73bj7wx