How to Ace Social Recruitment in 8 Easy Steps?

Content Table –

1. Pick the right platforms
2. Ascertain your targets
3. Content calendars are of great help
4. Make use of the CTA effect
5. You need to seem accessible
6. Be specific and selective
7. Communicate through the same platform
8. Be quick

Social recruitment can be really complicated for busy recruiters. 

This might be because the traditional golden rules of recruitment don’t necessarily work in this genre of recruitment.

But you can definitely keep your faith when we say we got you covered. 

This article will walk you through the fundamentals of the process so stay with us and keep exploring. 

1. Pick the Right Platforms

Social media and its expertise can be categorized into several classes depending on the industry you are hiring for. These classifications have a lot to do with the population who spend most of their time on a particular platform. The audience in itself should be your target job seekers.

While there is no ascertained list as to which industry experts are available on which social media platform, you can make use of some survey reports to track the crowd of your target audience.

Additionally, you also need to curate your job description per se, the usual form of engaging content on the particular platform. Every platform has its own set of rules, and following them is the key to attracting the desired attention.

2. Ascertain Your Targets

Once you put up your advertisement on the most suitable social media platforms according to your role, the next step is to set your target. Because in spite of some remarkable exposure, it’s not easy to grab the attention of your exact target audience.

Something that recruiters disbelieve is that putting up a catchy advertisement alone can do the job. But the key is the clarity that you can put forward through your job description. What’s the industry? What’s the role? What exactly are you looking for in an applicant? Make sure you are being demonstrative.

To ensure that you can streamline applications right from the start, it’s preferable to create a specific candidate persona. 

Being descriptive of what you need is an undisguised form of motivation for aligning candidates to go ahead and apply for the role.

3. Focus on Being Quick

The population on social media is always in a rush. And hence, if you really are willing to source candidates through it, you need to be quick with your responses.

Keeping them waiting can not only create a negative impression of ignorance on the candidates but also lead to losing a potential recruit fir for the role.

Your quick replies moreover can help you identify the problems that applicants might be facing with your job post. It will also reflect that you respect the time and efforts of your candidates. And this has a huge role to play in your favor!

Another simple way to be instantaneous is by using a recruiting software as it will help you automate most of your tasks. 

4. Create Content Calendars

To avoid any such mishap, creating a content calendar is the top recommendation of experienced recruiters. It helps you stay consistent in the process and even schedule and automate crucial activities beforehand.

Once you customize all the activities that demand little to no expertise, you can now concentrate better on what needs your skills as a recruiter. 

Additionally, planning everything in advance can ensure that you show up as frequently as you should, elevating your chances of being spotted by a significantly larger audience.

5. Make Use of the CTA Effect

Making a job description interesting already puts you ahead in the game and increases the chances of receiving a response. But the most trusted conversion hack is a proper CTA, as simple as that.

CTA, i.e., Call To Action, is mostly a short and crisp one-to-two liner that suggests to the reader the necessary action to be taken after reading the ad. Survey reports endorse the fact that they are super effective in grabbing attention and driving an instant conversion. 

However, it’s better to avoid these statements coming out as too loud or naggy. That might be a turn-off.

6. Be Accessible

If you are asking candidates to apply for the role, attach a link that directs them directly to your application portal. You can also do the same to know more about the role or the company. 

Attaching a hyperlink is the easiest and most compelling way to lead them further into the process.

In case you are dealing with a certain foreign company with a popular native language, the best way of exhibiting accessibility is to incorporate a translation feature.

Accessibility can come in different forms. Choose what works best in your case.

7. Be Specific and Selective

Managing your applications in an organized manner can save you a lot of your crucial hours in a tight recruitment cycle. As you are expected to be super effective and efficient, you can delegate some of that responsibility to your applicants as well.

Prescribe a strict format of accepting applications and strictly adhere to it, allowing no room for improvisations. Furthermore, the efforts applicants put into meeting your format can reflect their diligence towards the role as well.

It’s also preferable to be a tad bit choosy while accepting applications right from the beginning. This helps you steer clear of any undesired crowd that you might have to deal with subsequently. 

A narrowed-down qualifier list can literally ease up the last few trickiest selection rounds to a large extent.

8. Communicate Using the Same Platform

As soon as a candidate crosses the first round, recruiters tend to redirect these selected candidates to other platforms of their convenience for further communication. While this may apparently seem easy, it definitely isn’t the easiest way to do it.

If an applicant approaches your job opening through a particular social media platform, it’s quite obvious that they will find it comfortable to communicate through the same. And making recruitment convenient for candidates has to be one of the principal rules of the process.

Additionally, addressing the concerns of applicants through the same portal they applied through will also let you keep real track of candidates from each platform. This data can also be useful for future reference during the final screening.

Another hack to make your communication process easy is by using an ATS (Applicant Tracking System) as it will help you make your outreach simpler and faster. 

In Final Words

If you keep following the right steps of social recruitment, you can subsequently establish a brand for yourself as a reputed and reliable recruiter. 

You can simply leverage that impression and source candidates, helping you eliminate some steps in the process that might become redundant. 

A successful recruitment drive is largely about consistency and the image you create for the applicants. Social recruitment is definitely no exception to it!