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Recruiting through social networks is one of the best current recruitment methods. On average, each Internet user has one account on five social networks. Platforms like Tiktok, Facebook, Instagram, Instagram, LinkedIn, and a handful of others offer recruiters a great opportunity to connect with candidates who, for 80% of them, are not present on job boards. Whether you're looking to fill junior positions or find leaders for leadership positions, you need a solid recruitment strategy on social networks to find and seduce these talents.
Most businesses use social media to recruiting candidates, but not all of them do it successfully. In this article, we'll discuss advantages of this recruitment method and ways to connect with the right candidates online.
What is recruiting on social networks?
Recruiting on social networks refers to the process of recruiting candidates through social networks, such as Tiktok, LinkedIn, Facebook and Twitter.
It is also called social recruitment and social hiring.
While, until now, businesses have generally used social recruiting to complement more traditional recruiting methods, that may change as social recruiting grows in popularity.
Nearly three-quarters of workers aged 18 to 34 found their last job via social media. Additionally, nearly 90% of recruiters say they hired someone from LinkedIn.
When done well, the social recruitment allows businesses toreaching and convincing passive candidates, to gather more recommendations, to target the desired candidates, to highlight the organizational culture and to save money.
At the end of the day, social recruiting works because it places your business where workers spend much of their time — social networks.
Tips for effectively using social networks for your recruitments
Each organization determines its own social recruitment strategy, adapted to its own employment needs. However, there are important fundamental principles for effective social recruitment.
Tip 1: Network and engage directly with your audience
If a potential candidate adds a comment to an Instagram or Twitter post, for example, it suggests an interest in joining your organization, so be sure to respond in a personal way. This can be as simple as using their first name and encouraging them to check out available positions. Establishing a personal connection, no matter how small it may be, is essential.
Tip 2: Make sure your posts highlight, directly or implicitly, your company culture
You need to have a clear and detailed idea of the core values and culture of your organization. You also need to be able to connect this culture and values directly to your social recruitment campaign. In other words, how does your social recruiting spread your employer brand to a wider audience.
Tip 3: Involve your teams
Encouraging your teams to participate in your social recruitment efforts is beneficial for a number of reasons:
First, it broadens the reach of your social recruiting content. Then, as mentioned in point 1, establishing a connection is essential. Creating the conditions for candidates to connect with their peers provides another opportunity to build a connection.
Tip 4: Create UGCs (User Generated Content) or EGCs (Employee Generated Content)
Authenticity is the key to success. This is why promoting your corporate culture is more effective when supported by employees (72% of people believe that the experiences shared by employees are more credible). Suggest to them Describe in videos why they love their work, your business, is the best way to convince your target audience, because these testimonies reflect reality. The organizations are obviously trying to sell their culture, but the candidates know it. However, the fact of seeing this culture shared or defended by employees can therefore be much more convincing.
Tip 5: Be consistent
The social recruitment requires constant engagement with your pool of potential candidates. In addition, you should always stay up to date with the latest trends and concepts in the industry by reading the top recruitment books published each year. Remember that social recruiting isn't just about posting job offers and receiving candidates. The best candidates already have a job and are not actively looking to change jobs. So the way to attract these passive candidates is to consistently build an engaging brand and corporate culture over time. This means regularly posting job offers that highlight your company culture and organizational goals. It also means responding directly to people who contact you, comment, or share your content in a friendly and personal way. The objective is therefore to ultimately arouse the desire of potential candidates to join your organization as soon as a position becomes available.
The advantages of recruiting on social networks
The idea that businesses can recruit and hire on social media is no longer a game. It is now an essential channel for finding candidates and promoting corporate culture. Here are a few benefits of recruiting on social networks in your recruitment efforts:
Get more qualified candidates
You want certain hard skills or specific soft skills, no problem. The targeting available when you publish your job offers on social networks allows you to make an initial selection of candidates who are right for you. More qualifications, less “noise” when sorting your resumes.
Reaching the elusive passive candidate
Social media is the best way to find and connect with passive candidates. LinkedIn is essentially a directory of professionals organized by industry, company, job title, and a number of other categories.
See talent and passion firsthand
Many people use social media to let people know that they love their careers. You can find passionate people and learn about the amazing work they've done and the creative ideas they have.
Get details on resumes without resumes
On LinkedIn (or even on other networks), you can see the complete history of a person's work and studies. That way, you'll know if a candidate has the experience the job requires before reaching out to them.
Finding a good cultural fit
Social networks allow you to learn about a person's hobbies and even come to a conclusion about their personality type. You can find candidates who are competent and who will be a good fit for your workplace.
Filter out bad candidates
Some people misbehave on social media. You can tell if a potential candidate has a bad attitude by seeing what they're sharing online.
Save money
Unless job offers are promoted through paid campaigns, recruiting on social networks is completely free. And even by sponsoring your offers, it is possible to get resumes at lower prices than on job boards or job sites.
Does social recruiting work?
Yes! Properly implemented, social recruiting can help your business identify, reach, and hire the right candidates. In fact, the following statistics on the social recruitment tell us that this strategy is essential:
- 86% of job seekers say they use social networks to search for a job. (CareerArc)
- 71% of hiring managers said that studying social media profiles was an effective way to pre-screen job candidates. (Express)
- Around 40 million people are looking for a job on LinkedIn every week.
- 80% of employers say that social recruiting has helped them identify passive candidates. (Betterteam)
The use of social networks by businesses, and more particularly by recruiters, has been on the rise for several years. One report of 2023 revealed that 84% of organizations used the marketing of social networks to recruit - and this trend is not going to go away any time soon.
Social networks to recruit
- Meta (Facebook and Instagram).
- TikTok.
- Snapchat.
- Spotify.
- X (ex-Twitter).
- Reddit.
Meta (Facebook and Instagram): the giant breeding ground
With more than 2 billion active users each month, including 40 million in France, Facebook represents the largest pool of candidates in the world, generating a massive amount of data. The targeting criteria are very precise, especially in terms of personal interests and hobbies, thus making it possible to target candidates on their soft-skills or interests.
It is a versatile channel, which allows you to recruit as well as to develop your employer brand. Discover our solutions for recruiting on Meta, facebook or instagram.
LinkedIn: the quiet force
Linkedin For its part, offers targeting criteria based on the training, experiences and technical skills of its users. The professional data provided by the network is therefore of very high quality, and recruiters often tend to think of this platform when talking about recruitment on social networks. Nevertheless, advertising broadcasts can prove to be, and difficult to set up.
This channel allows you to carry out very specific recruitments, but can also develop your employer brand effectively. Discover our LinkedIn recruitment solution.
TikTok: video as the key to successful recruitment
TikTok is the social network for young people, but not only. Increasingly used for research, it can be particularly effective in strengthening your employer brand in addition to recruiting. However, you must take into account that TikTok is THE network on which communications are the most complicated to make, because it is governed by its own rules, which must be followed at the risk of seeing your recruitment costs explode. User Generated Content is king.
This channel mainly allows you to develop your employer brand, but can also be an acquisition channel. Discover our TikTok recruitment solution.
Snapchat: a young target
He was almost believed to be dead in the late 2010s, but he managed to come back to the forefront. It is one of the most popular networks of Generation Z along with TikTok. Therefore, it becomes interesting to use this network if you are looking to recruit young graduates or students (while waiting for your community to age in turn...). But just like TikTok, it requires real thought about the content of the communications you offer in order to hope to obtain correct results. Discover our recruitment solution on Snapchat.
Spotify: using voice
Spotify is widely adopted with millions of regular users, offering a unique opportunity to reach talent through targeted audio ads while relevant music or podcasts are being broadcast. Businesses can use Spotify to broadcast creative recruitment messages, tell their company stories, or share employee stories, reaching a captivated audience in a personalized audio context. Discover our Spotify recruitment solution.
X (ex-Twitter): a platform that is reborn
X is the social news network par excellence. Increasingly used for job searches, especially with the creation of its internal jobboard (still in Beta), it is very effective to carry out targeted recruitment campaigns there. The network offers powerful opportunities for targeting by interest and/or behavior. Since its takeover
by Elon Musk, it has more and more users.
This channel allows you to recruit on profiles that are difficult to reach. Discover our recruitment solution on X.
Reddit: precision above all
Relatively old in the landscape of social networks on the Internet, Reddit has only recently arrived in recruitment via advertising on social networks. They are extremely interesting in bringing together numerous niches of interests and skills, frequented by people who are often very qualified, and which are not found on other social networks (81% of the Reddit audience is not on Facebook or Twitter). However, be careful with your ads, as Reddit users are very critical of advertising. Discover our Reddit recruitment solution.
To conclude: One of the best current recruitment methods
It is obvious that social networks have become essential to recruit effectively. One Solution like Seeqle not only allows you touse social networks in a relevant way for recruitment but also to transform your HR content into dynamic advertising, attractive and mobile-friendly, and to broadcast them all over the web, thus reaching both active and passive candidates.
Dissemination on social platforms also allows you to highlight the advantages of your business. So it's the employer brand which is put forward and valued, always with an identified target. Recruiters can use social media to create communities of employees (or future candidates) that reflect company values, engagement policies, and the benefits offered to new hires.
👉 By adopting a Solution of recruitment on social networks, you engage in dialogue with candidates according to their preferences, you present the employer brand in its best light and you position the company as an attractive workplace. This will not only allow you to reach a greater number of qualified candidates, but it will also ensure that multiple points of contact lead to a successful hire.
Starting today get personalized audience analysis to find out the cost and the results of your future recruitment campaign on social networks, even before launching it!
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