Social Recruiting: In order to attract qualified employees to your company, it is not enough to represent Future Career Options, an internationally known brand name, or to offer compensation.
Perspectives Working climate and work-life balance are the most important decision-making criteria for applicants when choosing an employer. Recruiting applicants for your company with help of social media or social recruiting is more necessary than a well-known brand name!
Rather, it is necessary to reach the potential applicants where they are online and to draw them for your target audience with interesting content on your job offers.
Marketing works outward and should also work inwards accordingly. Companies that are constantly looking for new applicants through advertisements often achieve the opposite.
78% of applicants conduct online research on their prospective employer before they apply. That’s why you should present your business authentically and transparently online to attract your target group of potential applicants to your current job listings.
Most of your potential candidates are on Facebook, but only about 53% of companies use this platform for recruiting or employer branding. Job candidates are actively looking for insider information on companies in social networks!
What will they find as soon as they research for information about your company?
This is where social recruiting comes into play!
What is Social Recruiting?
Social recruiting is a term that describes a method of recruiting based on social networks. Social recruiting is also known as Inbound Recruiting, Social Hiring, Social Recruitment and Social Media Recruitment.
LinkedIn, Facebook, Twitter, Instagram and XING are the social networks most commonly used for social recruiting. Typically, social recruiting is referred to as using social network data for targeted placement of advertising by employers and recruiters. Here, the contents of advertising measures are aligned with the interests of the target persons. This is possible in two ways. Once through the direct cover letter of the candidate (social distribution) or through the passive insertion of advertising measures (Internet Sourcing / Social Profiling).
Social distribution
Social distribution refers to the use of social networks for recruitment and employer branding. Companies or personnel service providers address suitable candidates directly via their profile. The candidates have previously identified them through targeted research and consider them to be potentially fit for the vacancy in question. The addressed persons can apply for the position themselves or forward them to interested acquaintances, thereby contributing to the filling of a position and to the increase of the awareness of a company.
If people who work in business networks like Xing or LinkedIn want to increase the likelihood of being targeted, they will have the opportunity to enrich their profile with appropriate keywords.
Internet sourcing and social profiling
Internet Sourcing refers to the use of social network profile data, web search behavior, blogs and online communities to identify previously passive job candidates. Passive candidates are those workers who are not actively looking for a job. When Internet Sourcing, also called social profiling, candidates are not addressed directly (professional profiling), but via banner ads.
Social recruiting is increasingly used by recruitment agencies and recruitment companies. According to a study on Recruiting Trends 2011, 12.7% of Germany’s top 1,000 companies regularly use the XING business network to place job advertisements. LinkedIn is used more by large corporations in Germany, as there are considerably more employees here than on XING. On the other hand, Facebook is more commonly used for employer branding and is used by 12.9% of the top 1,000 companies.
Advantages and Benefits of Inbound Recruiting
The difference to more traditional forms of recruiting is that potential candidates do not have to search, but that the pike is turned around, and that job offers come directly to the jobseekers through social networks.
Authentic recruiting can increase credibility and create trust. Often, the communicative candidates are just those that can also be found on the social media platforms. The quality of incoming applications can be positively influenced. By outsourcing the social recruiting processes, the HR department can also be relieved.
- Inbound recruiting can help you to …
- …attract passive talent.
- …convert interest into applicants.
- …scale your resources.
- …create a remarkable candidate experience.
How doers it work?
Inbound Recruiting is the playbook for attracting, engaging with, and hiring top talent at scale.
INBOUND MARKETING IS… an approach focused on attracting and building relationships with customers through content and interactions that are helpful and relevant – not interruptive.
Inbound marketing matches the way people shop and buy today.
Inbound recruiting matches the way people find jobs today.
How much does Inbound Recruiting cost?
The PRO service covers all necessary activities for the beginning. The PRO + can be scaled and can be adjusted as required. Request a custom quote NOW!
