Social Recruiting Strategy 101 – Facebook

Word around town is that as a Recruitment Specialist, you need to use the various social media platforms to recruit and access active and passive talent and if you haven’t jumped on the bandwagon yet, you’re going to be left behind! And as the fear begins to rise; your Recruitment Company jumps on that bandwagon without really understanding the real concept of Social Recruitment.

There are no specific social recruiting rules, it’s a business tool and if you need it, it’s there to help you reach your recruiting goals, but not all social media platforms can give you what you need. So drown out the noise of what you’re hearing in the industry and make an informed decision about what you, as a recruiting professional, really need from the world of social media.

The best way to understand which tools will help you achieve your goals is to cut through the noise that the buzz is based on. Jobs.co.za will provide you with a number of social media articles that can be used to help you streamline your hiring process and maximize your exposure.

So let’s start from the beginning, before you decide which social media platforms to implement, you need to come up with a social media strategy as a whole, decide what your goal is, and then decide which platforms will help you achieve those business goals.

To begin the process of setting your strategy, you may want to start by asking yourself the following questions:

1. Want to build a talent pool with quality CVs? 2. Do you want to build a community with which you can interact and share information? 3. Do you want or need brand recognition? 4. Do you want or need an additional platform for the exposure of your work content?

There are many platforms that can be used within a social media strategy; however, to give your business an idea of ​​where to start, let’s start with an overview of the ‘Big Three’ platforms your business should consider:

Facebook: – this platform is an effective tool when companies want to build brand awareness, engage with their target audience and keep people coming back to their website. This platform is not a database where you will be able to find and search CVs and profiles.

LinkedIn: – LinkedIn is a professional networking tool that recruiters can use to find, connect with, and evaluate candidates. You can also advertise your company using your company profile pages.

Twitter: – is a great tool when you want to share various media information. Businesses can use it to post job ads, raise awareness about their company, and post information about events.

Now that you can see what each of the above platforms can offer you, you can decide which one will match your strategy and ultimate goal. Not every business will use every platform available and it is much better to use the necessary platforms effectively than to use them all and have an ineffective campaign. In this month’s edition we delve into what Facebook can offer you in your Recruitment Strategy. Let’s break down Facebook and look at it as one of the components of your recruiting strategy.

Step 1: Setting up your Facebook strategy

To make this process as simple and efficient as possible, the first step should be to create a monthly plan of topic/content ‘topics’. The easiest way to start this would be to pull out a calendar and identify the key dates within each month: specific celebrations and holidays. Tip: A good example is Labor Day, where you can create and center all of your social media content. Find relevant content and information about this holiday to fill out your page and improve engagement.

Step 2 – Create a Facebook Page:

Now that you have your plan in place, you will now need to create a Facebook Page. This is a quick and easy process and can be done DIY style. Visit the Facebook section in Pages where you can see more information on how to create a perfect page. Tip: Remember to add the URL of your company’s main website and other social media platforms where your company has an online profile or presence.

Step 3 – Create your Facebook Page

Your next step is to start filling your page with useful information and content that job seekers will find relevant. You should also take the time to understand the options available to you from an Application (Apps) perspective. This will help you create and share interactive content on your page.

Tip: Decide what you’d like your followers to see on your Page. Go to the top search bar of Facebook and simply search for the idea you have. Good examples are Twitter and YouTube, and as many are, they are free to use.

Another example would be the Jobs.co.za app, which offers customers the opportunity to pull their job content from Jobs.co.za and display it on their Facebook page. It also allows job seekers the ability to search through job postings, share them, and direct them to apply.

Step 4: ROI and Measurement

At some point, you’ll need to decide if your Facebook campaign is working for your business and providing the ROI you need to reach your end goal. Facebook has made it simple enough to gain access to this information through its analytics tool.

Tip: As a Page admin, you’ll be able to get insights into how your Page is performing. On the right hand side of your page under ‘Admin’ you will see a link to information, click on it and you will get a report giving you detailed information about your page. If you are receiving good feedback through your comments, this is a positive thing, it shows that the information is being well received and feedback is offered. Remember that at the end of the day, Facebook is about community, information sharing, and engagement, and you as a recruiter have information and insights that job seekers would love to know. Job seekers need to know what will get them into the positions they want and need, and with your years of experience, we’re sure you’ve done some pretty interesting interviews and accomplished some challenging assignments. Use this to your advantage. Humor is engaging and a simple daily post based on what not to do as a candidate will create a platform where job seekers can like and comment on the post, providing more interaction between you, the recruiter, and your market of job seekers. .

To wrap up this guide through Facebook Recruitment, remember this final point: One of the most important things to remember when it comes to social media is that it takes time, lots of time, and careful strategy. It’s not just about posting available positions on the wall and hoping the right candidate approaches you. It’s all about engagement, and unless you have enough “stuff” to engage with people on your page, leave it alone!