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COLD CALLING IS DEAD. Well, kind of. If you’re reading this, you don’t need me to tell ...
COLD CALLING IS DEAD. Well, kind of.
If you’re reading this, you don’t need me to tell you how
recruiting has drastically changed in the past decade. What was once a staple
of any hiring strategy has lost its kicks due to an intrusive reputation and
let’s be honest, a generation that would rather not pick up the phone – me included!
Although it’s only been around since the mid-2000s, social media
is where people are spending A LOT of time. Did you know that the average
internet user has more than FIVE social media accounts? In fact, if global
usage continues to look like what it does today, the average person will end up
spending more than 5 years of their life on social media, so what better place
to find your next best hire?!
It’s online networks that help talent acquisition teams across
the world attract top talent in an increasingly competitive landscape – many of
whom would never be found through traditional sources. So, as a generation of
digital natives step into the world of work and Millennials transition into
more senior roles, social media is going to become indispensable in the hiring
process, and you better take advantage!
With 86% of job seekers using social media when looking for work (CareerArc), Instagram recruiting more than doubling between 2017-2020 (Jobvite), and 73% of Millennials (currently aged 26-41) finding their last position through social platforms (Aberdeen Group), this blog post is going to be your handbook on how you can utilise your social media accounts to make the big bucks – let’s get into it!
First things first: filters are your friend! No, I’m not talking
about those filters that clear up blemishes or exaggerate a sunset. I mean
search filters on LinkedIn. As recruiters in Life Sciences ourselves, LinkedIn is the social
media platform we use the most and this is our secret tip to make your life
much easier! You can track down ideal candidates for your openings by narrowing
down your search by location, current and past company, education level plus several
other factors – winner, winner!
This tip might seem pretty obvious, but you’d be surprised at the number
of people who fabricate a personality and adopt new characteristics once hidden
behind a screen. As an in-house recruiter, you want to remain as genuine as
possible – after all, you’re the face of your brand! But, what’s more, people
can read people, and promoting what you’re all about and remaining consistent
is only going to help you gain trust from your network.
If you’re looking to source talent on social media, the key is to
cut through the noise and find the right people in the right space. Remember,
at the core of social media recruiting is, well, being social! This means your
conversations should be a two-way street and you should ALWAYS be prepared to
answer questions as well as ask them.
I’m sure you’re no stranger to posting, but are you actively sharing
and commenting on articles in your market to connect with like-minded people?
It’s the best way to become known in the space you’re hiring into!
Growing up on BuzzFeed quizzes, I have to say I love a social media
poll! They’re a fun and interactive way to find out what people in your network
value, what divides us, and what trends are happening with job hunters. Finding
out what shifts are happening in your markets and what potential candidates are
looking for will only benefit you as you can tailor your job ads to suit their
wants and needs.
Being active in groups relevant to your field is a great way to get
your name and your job openings in front of a large crowd of people who might
want to apply. HOWEVER, you don’t want to look overly promotional and draw
negative attention to you or your company. Instead, be an active participant by
sharing articles, opinions, and polls before making one-off posts about job
opportunities. By laying the groundwork and becoming part of that community,
you’ll be trusted to provide value to group members, meaning they’ll be much
more receptive to your posts that promote job opportunities.
This is social networking 101, but if you want to become known on
social media for being a success at what you do, don’t sidestep the admin
involved! Ensuring all your profiles across all your social channels are complete
will only make you more credible when it comes to hiring talent. Oftentimes, if
a candidate is interested in a role you’re advertising, they’ll click through
to have a nosey on whose posting about it. By keeping your profiles up-to-date
and backed up by testimonials, you’re only going to be more likely to succeed
in converting applicants into placements!
Hashtags are the perfect way to get your posts in front of the eyes
you hope will see them. As you know, news feeds can easily get overwhelmed with
irrelevant posts (another teary-eyed selfie on LinkedIn and I’ll lose my
head!), but using hashtags can help your posts be seen by both candidates and
clients in the right locations, industries, and seniority levels. With that said, for optimal results stick to a minimum of 3 and a maximum of 5 in each post.
Applying for a job is a full-time job in itself, and although there
are thousands of job ads out there, there are very few that are memorable! Your
job ads have one aim: to sell the role and your company. It’s basically your
elevator pitch, so make sure you keep it short and snappy to engage your target
audience. As mentioned above, being yourself will gain trust, so get creative, stand
out from the crowd and let your personality and employer brand shine. Once you
establish yourself and your brand within your network, you’ll have the pick of
the best bunch of talent out there!
Also, when it comes to social media, DON’T just hit the share
button on your ads. Add a little zest to boost your engagement, for example,
pop some interesting stats about your company, relate to trending articles, add
colourful graphics, or come up with something witty (but appropriate!) that
will pique the interest of the right kind of candidates.
You don’t need me to tell you that experienced and talented people
hear from heaps of hiring managers and talent acquisition teams day in, day
out. While it’s handy to have a template message to send out, DON’T copy and
paste it to everyone you try to connect with. It’s glaringly obvious to the
recipient when no thought has gone into it, and likely, you’ll find yourself
getting ghosted by the majority. Instead, grab their attention by posing a
question about a post they’ve recently shared (it doesn’t even have to be
industry related) or mention what it is about the candidate that made them
stand out (a little flattery never hurt nobody!).
Recruiting in general goes way beyond posting open roles from the
company account. You need to develop an active and positive social media
presence to organically entice eager candidates. Sharing content that
highlights your people, your values, your team events, and other company
culture touch-points gives candidates a real behind-the-scenes glimpse of just
how great your workplace really is! After all, company culture attracts the top
20% of candidates, so a strong reputation and online presence carry A LOT of
weight – particularly with passive job seekers.
When you network on social media for work, you’re a representation
of the company you work for. Whilst ensuring that you and your personality
shine, don’t forget to follow your company’s brand guidelines. If job searchers
come across your or your company’s page, you’ll together have built a cohesive
image to help sell them on why finding a job with your organisation is in their
It’s not just your company page that should be a shining example of
just how awesome your workplace is – as talent acquisition, your profile should
match that energy too! Social media is its own platform that allows job seekers
to learn everything they need to know about your organisation, so share honest,
relatable content that showcases just how wonderful working for your company
can be. It will help build authenticity and trust, which will hopefully lead to
your audience itching to become a part of your team!
It’s highly likely that the majority of people in your workplace
use social media in some capacity, and who knows, they might just know the
perfect person for the role you’re recruiting for – good people know good people!
Encourage your colleagues to share your openings and like your posts. That way,
your reach will inevitably increase, boosting your ability to connect with more
Actually, did you know that employee content is shared 25 times
more frequently than when the same content is shared by brand channels? What’s
more, if you have a celebrated company culture, your workmates will be your
biggest advocates. Feature them in your posts (such as asking them to share
their experience working for your company) and you never know, they might be
the marketing tool to pique the interest of a potential future co-worker!
Listen, I get it – when it comes to hiring, not all social media
platforms were created equally, but that doesn’t mean you shouldn’t think
outside the box! These days, everyone and their cat is on Facebook, Instagram,
Twitter and LinkedIn, but you can find your ideal and most qualified candidates
by taking some initiative and working out where they’re most likely to spend
their time online. For instance, the developers and software engineers our
MedTech team recruit are known for sharing knowledge on places like GitHub,
and Healthcare marketers are always bouncing ideas off one another on Moz.
In marketing, you need to meet your customers where they are, and
recruiting is no different. Become more agile in your search by researching
where your model candidates are doing most of their scrolling and tap into
If you’ve found other tips and tricks that have benefited your hiring
tactics, let us know and we’ll continue to update this article so you and your team
can source and place candidates as smartly as possible!