The Social Media Playbook for Talent Acquisition
Now hiring. Help wanted. Taking applications. For the love of God, please work here!
Is it just me, or is literally everyone on the planet hiring?
I’ve personally brought on two new team members in the last six months, and I’m currently looking for more. Bottom line: my guess is that your clients are in need of some staff members and need every advantage they can get their little hands on to reel in the right talent.
Additionally, candidates are going to use social media to find their perfect fit. According to Glassdoor, 79% of candidates use social media as a part of their job search. So if that’s where your clients’ people are looking, shouldn’t it be where their information is available?
Here are the 5 things you should be doing on your clients’ social media to get more and better business candidates in the door!
1. Promote Openings
I have it on very good authority that the beginning is a very good place to start. One of the easiest things to do is promote open positions on your clients’ social media channels. At a minimum you can advertise that there are positions available, but you can go next-level by encouraging employees to share posts with their networks as well. According to Zippia, 73% of those between the ages of 18 and 34 found their last job on social media.
2. Showcase the Culture
Culture, culture, culture. It’s a vitally important aspect of careers that’s quickly becoming a non-negotiable for many professionals. It’s one thing to SAY you value a [INSERT YOUR CLIENTS’ PREFERRED ADJECTIVES HERE] culture on their website. But in the “pics or it didn’t happen” culture of current year, it’s much better to leverage social media to SHOW candidates how you create a desirable work culture.
3. Reinforce Company Values
Strong company values have been shown to boost employee performance, creativity, and satisfaction. Social media is the perfect opportunity to communicate to your client’s potential hires what those values are and how they’re embodied on a daily level. It’s a win-win because your clients clearly want staff that shares or aligns with their values and vice versa. Everybody wins!
4. Display Expertise
Career advancement is arguably one of the most attractive aspects for job candidates. And this is absolutely a conversation your clients will want to have with their team. But it’s much more powerful if you can also show those candidates what their career trajectory could be if they accept positions with you. This can be accomplished in a few ways, including:
- Featuring department heads and employees on social media to show the variety of positions on staff at any given time
- Incorporating thought leadership into their content to showcase the kind of work your team does
- Congratulating promotions or advancement as it happens
5. Communicating a Personality
The average person spends at least ⅓ of their life at work. Nobody wants to feel unimportant for ⅓ of their existence. Leveraging social media can show how your clients are different, how their team is valued, and how to build a connection from the real humans at your clients’ offices to the real humans on the other end of the screen. It doesn’t have to be specific personality traits that attract top-notch staff. It’s about communicating who they are as a business and how it aligns with the right candidates.
This is just one of many valuable functions of organic social media.
We’ve discussed a bunch of them before, and we’ll keep talking about them in the future. Bottom line: someone should be doing this for your clients. And if your team doesn’t have the time or expertise to leverage organic clients, that’s completely fine. But don’t just let it fall to the wayside. Bring someone in to help.