No one said recruiting would be easy, but that doesn’t mean it can’t be fun!
This 6-post series is all about social recruiting—the strategies and tactics used to attract and engage active and passive job seekers through social media:
- With active job seekers, social recruiting is more about job advertising. It’s getting these people to find your jobs, see your organization as one they want to work with, and then convincing them to apply or contact you to learn more about the jobs you offer.
- With passive job seekers, social recruiting is more about creating awareness and brand building than it is about jobs and applications. It’s about connecting with people, getting them to see your company (and your recruiters) as a trusted resource, and THEN getting these people to think about new or better jobs.
Each post in the series is dedicated to a specific recruiting theme based on “50+ Ideas for Social Recruiting.”
Related posts in this series:
Today, we’re putting the “social” in social recruiting.
Because who doesn’t like to have a good time? Use these strategies and tactics to make social recruiting entertaining for job seekers, candidates, and recruiters, alike. While you’re at it, be sure to “keep it real.” Your authentic employment brand is your best recruitment tool!
Here are 7 ideas for how to have fun and be YOU on social media:
- Include fun posts (especially images) in your social posting mix. There is a reason why babies and cats get all the likes!
- Try a blogging challenge. Blogging is a great way to improve SEO, promote your jobs, and show off your company culture. But getting people to write can be tough! One easy way to boost blog output is to have a 30-, 60- or 90-day blogging challenge. Then, have each employee share everyone else’s blog posts on their social accounts. You can even make the contest fun by rewarding the person who writes and shares the most with a gift card or a celebration for the whole team when they meet the company goals.
- Use “Fun Fact Fridays” to post facts about recruiters, company, location, etc. This idea is similar to Recruiter Spotlights, but it adds a fun twist to employer branding. Sharing interesting stories and insights about your recruiters will generate involvement from your team and drive more social engagement.
- Use better/more fun referral incentives. Who says referral bonuses have to be boring? Try shaking things up a bit (e.g., refer someone and receive a ticket in a drawing to win one big monthly prize, or refer someone and receive one free sick day).
- Be authentic. When you are recruiting for open positions, be direct, be transparent, and tell people why they will love working for you (and your clients). Don’t sell. Instead, think of yourself as a coach trying to help job seekers make the best career decisions.
- Show who you really are! Your social profile is an extension of your brand (consider it your “brand’s voice”). It allows you to speak to your audience on a different, more personal level. So, step outside the box and skip the “professional tone.” Speak to people on their terms. When you’re able to make that type of connection, you’re on your way to a long-term relationship.
- Leverage the interests of the folks in your team to reach people. Some may gravitate towards Facebook, while others prefer LinkedIn, while others still “get” Twitter, Instagram, Snapchat and TikTok. Create a social strategy and let your team implement it on the platforms where they are experts.
I hope you’ve found value in the recruiting strategies and tactics I’ve shared in these posts. As you build out your marketing plan, we’d love to be a partner to your firm. We offer a full suite of recruitment marketing services, including:
- Career site development (for you or your clients)
- Employment branding
- Social recruiting
- Reputation management
- Programmatic job advertising management