Recruiters should think more like marketers. What kind of content attracts the ideal candidates? Discover just that. Gain ideas to generate engaging and enlightening content.
- Did you know that effective social recruiting looks a lot like content marketing? LinkedIn even promotes the tagline that recruiters should think more like marketers. Without a doubt, it's an interesting mix of content that prompts people to follow, like, comment, and share on social media. Recruiters need to create engaging targeted content that markets their jobs and employer brand to candidates to accompany their job ads. Your best mix for social recruiting is to post nine other types of content for every one job posted.
Now, I'll be the first to admit that coming up with different kinds of content is one of the toughest aspects of social recruiting. Let me share a few ideas for creating social media posts that convert job seekers into applicants. Industry research and updates dig deep into the internet and share studies, articles, and the latest updates about your industry. Doesn't always have to be new, but make it at least interesting. A striking percentage, an unlikely correlation, or simply ask a question.
Did you know dot dot dot? Is a phrase I often use in this context. Share tips and advice. Give them tips on how to improve their current work performance, or better understand how they can move on. This includes tips about their resume, their LinkedIn profile, the recruitment process, difficult questions that recruiters might ask. For example, here are three challenging questions recruiters ask to push applicants out of their comfort zone. Online interviews. Bring in a hiring manager or a top executive for an online webinar, Twitter chat, or podcast session.
These are great ways to expand your employer brand, but also build relationships with potential candidates. Even if they can't make it to the live session, they may listen to the recording, and be sure to include hashtags to spread to word. Testimonials and case studies. They may not take your word for it, so provide testimonials from your colleagues. How great is it really to work here? What are customers raving about? How do partners and suppliers think about your organization? What is the first reaction of new employees who just got onboarded? Record these and share them.
It will enhance their perception of your employer brand. Links, share interesting links to educational articles, helpful blogs, informative resources, and the latest tools. This can easily be one-liners, but only share them if they really add value. Also mention why you're sharing these because they saved you time, you learned from it, or it inspired several colleagues, et cetera. Answer frequently asked questions, FAQs. Probably an open door for most of you but I still notice too few people actually sharing these.
Make a list of the top 10 questions you get, answer them, and share them over time. When done, create the next list of 10 FAQs and so on. Events. Announcing events, not just job fairs or other job related, but also award winning events, campaign launches, open door events, et cetera. You can easily announce and promote every event you're going to. People might want to meet you or your colleagues there. Once you are there, keep your followers in the loop. Afterwards, share your takeaways or a summary of what happened.
It can be very inspiring for job seekers. Infographics and visualizations. A lot of people just love visual communication. Illustrate a set of statistics by creating an infographic. They should be easy to scan and understand. A good infographic uses relating sets of data and lists sources. I'm sure marketing can help you with crafting them. Behind the scenes shares. Speak from the perspective of someone with a leading role or similar job in your organization, going over a typical day's events.
Give your networks a glance at what goes on in your office. Think sneak preview, or new product, or other type of launch. What does your company culture taste like? Take shots of your team or office, giving followers a better idea of your team and environment. Even old pictures when your brand was in its earlier stages. All of these ideas help job seekers visualize themselves actually working for your company. It engages and assists in building relationships right away. Not just with you, but also with some of your colleagues.
So, there's only one thing you can do now, that is to get started on your social recruiting content as soon as possible.
- Identify the stakeholders that should be involved when moving your recruiting process into social recruiting.
- Recognize the advantages of using LinkedIn to recruit job seekers.
- Summarize the steps taken to start social recruiting.
- Explain the importance of promoting your company brand in your social recruiting strategy.
- Recall the key element you should always keep in mind when creating content for your social platforms.
- Identify strategies for optimizing your time spent posting content to social media platforms.