Social media use by companies, and specifically recruiters, has been on the rise for several years. 84% of companies are currently using social media for recruiting ( SHRM).70% of hiring managers said they hired candidates using social media ( Betterteam).80% of employers say social recruiting helped them identify passive prospects ( Betterteam).78% of recruiters expect the use of social media for finding candidates will increase ( Jobvite).
In fact, the following social recruiting stats tell us that this strategy is a must-have: Yes! Done correctly, social recruiting can help your business identify, reach out to, and hire high-quality job candidates. Twitter, Facebook, and even Instagram have become popular social media recruiting sites. Over 20 million open job listings are posted on LinkedIn Jobs.īut LinkedIn isn’t the only option for recruiting via social media.2 million small businesses are using LinkedIn to hire employees.55 job applications are submitted every second.LinkedIn is a proven leader in social media hiring: When you think of using social media for talent acquisition, LinkedIn probably comes to mind.
Your reach grows exponentially, making you more likely to find the perfect candidate.Your followers and employees share the post with their networks.You share a new job posting on your company’s social media page.When you post a job on your company’s social media page, you can leverage your followers’ and employees’ networks to get the word out in just three steps: It basically ranks ahead of ads, employee referrals and even job boards. In fact, for many companies, social is now the go-to option for finding candidates. It is also commonly referred to as social hiring or social media recruiting.Īccording to a 2021 study by CareerArc, 92% of employers said they use social networks to find talent. Social recruiting is the process of advertising jobs, recruiting candidates and connecting with potential employees through social media platforms. Whether you’re looking to fill junior positions or find leaders for senior roles, you need a strong social recruiting strategy to source talent from among today’s candidates. Multiple generations of digital natives are in the workforce. If there are any absolute must-haves that the client is looking for, ensure that they’re included in the initial email to save time.Note: We updated this blog with newly learned insights from 2021 and tips to set your social recruiting efforts up for 2022. Once you know your data is as clean as possible, be sure to keep your emails short, but include all the necessary details that will interest the best and most relevant candidates. If you think you’re emailing 500 potential contacts but 300 of these contacts have out-of-date details in your system, this will slow the process down massively. Instead of starting from scratch with every candidate search, emailing your existing list of contacts will be the best way to start conversations with suitable candidates who might be interested, even if they aren’t actively looking.īefore sending mass emails to candidate pools, you need to ensure that all data is clean and up to date (this may be one for your marketing or IT department, but it’s still one for recruiters to check beforehand). The first route to go down when searching for candidates should always be your existing candidate pool in your company’s CRM.
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