social media recruiting mistakes and how to solve them

Social Media Recruiting Mistakes

Kelly Barcelos on February 25, 2019 in Recruitment Strategy

We all know that more than 90% of modern recruiters are using social media in the recruitment process. But, how many of them are actually getting the results they want after putting in a significant chunk of their time, effort and resources?

With millions of active users on every popular social platform, how many are you engaging and converting? Are you job ads attracting top talent or are they simply falling into a sea of passive candidates?

If you want to make your social media recruiting efforts count and convert, make sure you are not making these 5 mistakes

  1. Inability to Keep Candidates Engaged

    If you want your social media recruiting process to be less painful and more productive, then you need to act fast, be the first one to reach out and also be quick to respond even when you get busy. This requires consistent effort to nurture your leads effectively at every stage of their career search journey.

    From communicating with potential hires with the right messaging at the right time to keeping a constant track of every candidate from every source, the recruiters need to be proactive and accessible every day.

  2. Failure to Communicate with Team Members

    Social media recruiting brings along a wave of applications, most of which may not qualify. If your organization operates across multiple locations and hires candidates on an ongoing basis, then hiring teams need to collaborate consistently for sharing profiles, screening applicants and shortlisting qualified candidates.

    Having an applicant tracking system that sends instant notifications, shares information in real-time, and keeps everyone on the same page will not only eliminate bias from the decision making but also avoid delays and discrepancies.

  3. Not Prioritizing the Needs of Your Audience

    Recruiters who only focus on recruiting candidates on social channels often fail to add value. It is very important to keep your potential hires engaged with insightful resources, eBooks, interview tips, career advice, and more. As a recruiter, you should identify and address their pain points or resolve their queries if you want your employer’s social presence to stand out and influence.

    Put your target audience first and make concerted efforts to unlock the true value of social recruiting. You can also have a lead capturing form on your company’s social profile, send out targeted job alerts, company newsletters, whitepapers, and engaging employee videos to keep your candidates engaged.

  4. Assuming Every Social Channel is the Same

    There are several social channels out there and each has its own purpose, audience, and specific norms. So it is important to develop a unique social media recruiting strategy for every source. Social recruiting demands a considerable chunk of your daily time and effort so if you want to maximize your conversions, take the time to create and maintain a solid presence on every platform.

  5. Ignoring the Power of Automation

    Posting jobs on every social medium, tracking applications, managing social shares, sending emails, extracting candidate data, segregating profiles, engaging potential hires, and analyzing metrics – all of these social recruiting activities can leave you feeling downright drained when done manually. Having an applicant tracking system allows recruiters to automate all of this!

The Right Ways to Use Social Media Recruiting

  1. Leverage Career-specific Twitter Hashtags for Acquiring Talent

    If you never thought of Twitter as a talent acquisition tool, you’ve been missing out on a massive pool of top industry talent. With Twitter, recruiters can use different search types and trending hashtags to identify and engage users based on specific topics and their areas of interest. Twitter hashtag feeds allow recruiters to search for top choice candidates beyond their followers and target star performers in every niche.

  2. Use Facebook Recruiting for Attracting A+ Players

    Your company’s Facebook page is a highly effective recruitment marketing tool. Use it to tap qualified candidates with compelling and catchy job ads. Recruiters can do much more than simply connecting and communicating with candidates on Facebook.

    So create a talent community on Facebook, build an attractive brand identity with an engaging page, share job ads, reach out to candidates on Facebook Messenger and use the search function to source candidates based on their qualifications, experience, location, age, interests, and also language proficiency. Check out this post on Facebook Recruiting to know more about why you should use it and how

  3. Identify and Engage Potential Employees on Google+

    Leverage Google’s fastest growing social channel to expand your recruitment reach beyond conventional social channels. Its association with the world’s most preferred search engine and the most viewed channel make it a perfect channel to gain insights into your potential hire’s personality and preferences through the posts and comments they share.

    Recruiters can create circles on Google+, share talent pools, enhance their brand visibility with SEO, and also share content. Google+ brings you the added advantage of excellent video conferencing capabilities!

  4. Search and Source Active and Passive Candidates on LinkedIn

    The #1 choice of modern day recruiters when it comes to sourcing candidates is LinkedIn. It has a user base of more than 150 million professionals with candidate profiles that are easy to search for. Recruiters can also create a professional community to develop relationships, engage candidates, and build professional connections on LinkedIn. LinkedIn is also referral friendly which allows recruiters to build their talent pool faster.

  5. Schedule Your Posts in Advance for Highest Engagement

    The time when you share your posts on social media has a significant impact on the engagement rate. There are some tried, tested, and proven rules for posting on social media. So, customize your calendar based on your audience. To get your timing right, you can create an account on Buffer and add the extension to your Chrome browser. You can then follow the instructions to sync everything and create a schedule.

  6. Use Employer Branding Videos to Spark Interest

    When it comes to establishing a competitive advantage, employer branding videos make for a crazily effective marketing tool. So raise awareness, create a buzz and amplify your brand presence with videos that give your potential hires a glimpse into your work environment and culture. You can create video testimonials featuring clients and current employees, showcase success celebrations, and awards to attract candidates.

Why Automate Social Media Recruiting with an ATS

A feature-rich applicant tracking system integrates with all social media platforms to help you cast a wider net. It automates the entire recruitment process right from posting jobs and screening profiles to sending emails and scheduling interviews. It also allows you to customize social media recruiting reports so you can analyze which sources are delivering the best results and shut down the ones that aren’t.

With an applicant tracking system, you can stay ahead of curve, channelize all your efforts only where they count, and accelerate your time to hire. Save all the time and effort you spend on tedious recruitment tasks and use them on what actually matters – Interviewing! If you are going smart with an ATS, start right with Jobsoid’s free trial and dramatically cut down the time, money, and manpower required for social media recruiting.

Kelly Barcelos

Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.