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It’s time to use social recruitment to build your team

DATE: 29/03/23

AUTHOR: Fiona Kennedy

Hiring trends and recruitment patterns are constantly evolving. As technology moves and our habits as consumers shift to keep up, traditional forms of recruitment are no longer the only way to find and engage your dream recruits. Over the last few years, experts have reported the most challenging time for recruitment with the demand for skilled workers having overtaken supply in almost every industry. This coupled with a change in applicant expectations and a fear of many people shifting careers due to the cost of living crisis makes recruitment a highly challenging place.

Traditional recruitment (job boards, company websites, print media and recruitment consultants) targets only active applicants. Only those individuals who are actively out looking for a new role will engage with this form of recruitment. As a result, the cost and time involved in traditional recruitment are increasingly becoming inefficient for many companies. By contrast, supplementing your traditional recruitment methods with social sharing and social recruitment can add value and efficiency to your recruiting process to elevate your team and business growth.

What is social recruitment?

Social searching and recruitment refers to the process of searching for, identifying and engaging with potential recruitment candidates via social media. Brands can harness their recruitment potential by targeting active and passive candidates through social media, blogs, and online communities in a way that opens up their candidate pool and offers them a cheaper and more time efficient way of securing the best possible team members.

Why use social recruitment?

Broaden your reach

Working with social platforms allows companies to carefully target a broad group of potential candidates in a way that traditional recruitment methods simply don’t allow for. The reach of each social media platform is also different. Take LinkedIn for example – the social media many brands consider themselves to be ‘socially recruiting’ by using. As many as 93% of companies do post their new positions on LinkedIn but with less than 18% of users checking the site daily, it’s clear this does not offer the broadest way of reaching potential candidates.

Making use of social media opens up the world of passive candidates versus traditional media engaging only with active candidates. As the challenges of recruitment mount, finding ways for companies to target who they want to recruit as opposed to only those individuals who are actively looking for positions, means the window for potential recruitment success is immediately widened.

Make referrals easier

Many companies like to rely on their internal team members to spread the word about available positions and offering social sharing means referrals become so much easier. Employees can share job posts with their networks, can engage with colleagues to share first hand experience working with the company and can act as ambassadors for the brands. All things that traditional job boards don’t provide for.

Be specific in your targeting

Sometimes you’re not searching for a general candidate type. Instead you are looking for a very specific set of skills and experience. Social media offers the opportunity to target exactly who it is you want to join your team. Posting via your website leaves the application and self selection up to the candidates. By contrast, searching for, identifying and pre-screening candidates on Facebook, LinkedIn or Instagram allows you to fine tune your offer and engage with individuals who fit your profile exactly.

Showcase your company culture

It’s hard to spread the word about your internal company culture and about the positive professional experiences your team members have working in your company. Social media offers a platform where you can inform your audience about what happens in your company and spread the word about your culture. It provides an opportunity to showcase what added value you offer your team and it allows you to profile the positive experiences of your current employees. Building this employer brand is invaluable whether you are in active recruitment or not.

Screen candidates early

Social media platforms for better or worse, allow companies the opportunity to learn about prospective candidates before they decide to engage with them. Research into the online profiles and lives of candidates can offer invaluable insights into how a candidate might fit into the role and your company as a whole. This process of pre-screening can save a huge amount of time and money when it comes to getting recruitment right.

Save time and money

Overall, traditional recruitment can be a costly endeavour. Job boards to website updates, print media to recruitment fairs all carry overheads and take up a large amount of time and manpower to execute. Using branded digital collateral to network and engage online opens up not only a larger candidate pool but carries a lower set of overheads and an often quicker and more efficient recruitment cycle. Given that 60 – 80% of job seekers look for positions on their mobile phones and 72% of them go to a career site from their mobile, it’s clear that having a digital presence on the social media platforms where many of us spend our leisure time is crucial to finding the right people for the right position, at the right time.

Approaching recruitment as a full life cycle endeavour, from print to online, is a key component of modern day successful recruitment. A company’s activity, research and engagement on social media can all contribute to building a strong employer brand, showcasing the culture of the company and ultimately create a more successful recruitment funnel.

 

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