Summer recruitment: 6 reasons to use social networks

Have you ever heard of the “summer downturn” in recruiting? At Seeqle, where we provide the technology of programmatic recruitment at the most advanced on the market, we are seeing the opposite trend year after year:

Summer is the ideal time to capture the attention of candidates, regardless of the talent pool. What does that mean for you? In simple terms, the implementation of a strategy of recruitment on social networks will ensure your talent pool for several months to come. Let's see why and, above all, how you can enjoy it (while enjoying the beach).

Why is summer recruiting so special?

It is quite simple: the use of social networks increases during the summer months. X (Twitter), Facebook, and Instagram all see peak usage between May and August across a range of demographics.

Summer calm also offers time to take a step back from daily activities. Candidates are more receptive and thoughtful during these sunny weeks, and are more likely to consider their next career step when called upon by a well-designed social media recruitment campaign.

A quick reminder about recruiting on social networks

• 70% of the workforce is made up of passive talents. At any given time, the majority of your qualified candidates are not actively looking for a job.
• 87% of active and passive candidates remain open to new professional opportunities.
• Social media allows you to engage your entire talent pool by building a story about your employer brand, while converting candidates through profitable job ads.

What our internal summer recruitment data says

During the summer months, regardless of location, talent pool, or industry, we see:

• 31.5% higher reach on social media recruitment and employer brand campaigns
• 34% more impressions on talent pools
• 31% more clicks on campaigns
  

All for the same budget. The conclusion? The summer period is the best time to invest in recruitment on social networks.

6 reasons to recruit on social networks in summer

1. Social media traffic is on the rise.
2. The conversion rate is higher on job offers.
3. Competition with other recruiters is minimal.
4. Candidate decision-making has never been more proactive.
5. Talent is easier to find.
6. Young graduates enter the job market in summer.

Concretely, in summer, social media traffic increases by 73%, which is ideal for recruitment, as well as conversion rates. It is easier for you to reach out to talents and newcomers on the market, and thus convince them that you are the best company to work in.

1. Social media traffic is on the rise
   
   As on the Autoroute du Soleil, attendance on social networks increases considerably during the summer months, with a 73% peak in traffic during the holidays. To succeed in talent acquisition, go where candidates really are - their social media feeds.
   
2. The conversion rate is higher on job offers
   
   Candidates have more time to interact with you and show a greater willingness to consider a fresh start in the fall. The numbers prove it, as the conversion rates for job ads and applications are increasing. Every euro invested in social networks this summer is guaranteed to give you up to three times the results.
   
3. Competition with other recruiters is minimal
   
   Less farsighted recruiters have closed their recruiting budgets and are on vacation. As a savvy talent acquisition expert, you can easily outperform the competition and secure your talent pool for the start of the school year (while enjoying a well-deserved vacation yourself, if you use automated solutions like Seeqle).
   
   
4. Candidate decision making has never been more proactive
   
   As a result of the post-pandemic “Great Resignation” in 2021, candidates are more used to making professional decisions based on what matters most to them: better company culture, better pay, work-life balance, work-life balance, flexible work environment, career progression. Take advantage of this change in candidate mentality by integrating these incentives into your employer value proposition thanks to programmatic recruitment campaigns.
   
5. Are you looking for talent that is hard to reach? It's your chance!
   
   Passive candidates who rarely interact with social media often change their behavior during the summer months. Engage your full talent pool during the summer and watch these rare talents make their appearance.
   
6. Young graduates enter the job market in summer
   
   In France, thousands of young graduates leave higher education every year and are looking for the right company to grow with. Not only is there an influx of graduate talent into the market at this time, but they are also one of the demographics that uses social networks the most.

Some statistics on the use of social networks by Generation Z

• Gen Z spend an average of 8 hours a day online
• 85% of Gen Z prefer to view job opportunities via mobile platforms
• 20.2% of Gen Zs prefer to interact with a business on social media, more than on any other channel
• Gen Zs are twice as likely to respond to recruitment ads through videos than through text formats
  
  

Find out more about the Gen Z recruitment in our article!

Conclusion: use social networks to recruit and getting your employer brand and job ads in front of the right candidates on social media this summer is one of the best investments you can make in your talent pipeline this year.

A few steps to recruit with social networks effectively in summer

1. Activate employer brand campaigns with job ads on social networks. Candidates are receptive but not actively looking. Give them the lifestyle and work experience they're looking for, and watch them book an interview sooner than they booked their vacation. Are you already running both? Raise the bet!
   
2. Use the right channels to be visible where your target audience is right now - LinkedIn will work often, but invest more in “leisure” social networks for the next two months. (Do you want to evaluate your social media strategy together? Contact us.)
   
3. Tell the story of your employer brand with programmatics. While passive talent is receptive, they're not browsing Instagram just for you: ensure repeated exposure to your business and opportunities to first generate interest, then consideration, and finally the decision to apply. This is done over several days or weeks, and that's why continuous HR marketing automation works so well.
   
4. Check if your candidate experience is “suitable for summer.” It's not enough to provide amazing ads on social media, only to then direct candidates to outdated and boring application forms. Simplify or improve the application process to maximize the return on investment of your summer initiative.
   
5. Finally: automate now Beyond the indisputable results and the advantages of relying on concrete data to replicate these results, automating recruitment on social networks saves your team considerable time and costs. Responding quickly to time-sensitive opportunities, adapting your recruiting strategy to each talent pool, and freeing your team from repetitive tasks will be critical to the success of your talent pipeline this fall and beyond.

Start preparing for your recruitment process with Seeqle now.

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