The COVID-19 pandemic is disrupting business all over the world. Affected countries are adopting social distancing measures with the goal of flattening the curve of transmissions. Said measures range from simple recommendations to avoid crowds to shelter-in-place orders.
Talent acquisition teams are having to adapt their hiring practices accordingly, putting an immediate stop to face-to-face interviews and adopting virtual processes instead. Leading companies across the globe are embracing flexible workplace arrangements out of a need to evolve with the times and also recruit and retain the best talent.
SOCIAL MEDIA AS A TOOL
Social media gives you the tools to present your business proposal in the best possible light.
The first key to effective recruitment is being active online and establishing yourself as the authority in the respective field. Most companies keep the relationship with customers in mind when building their social media presence. These channels, however, can be used to accomplish a wide array of additional goals
Jobs that have specific skill requirements are likely good options for using social media to recruit, I feel generic job postings can yield thousands of résumés that are tedious to comb through. To be the most successful recruiter and hire the most qualified individuals, you have to keep up and really stay on top of latest trends
As people feel inundated with information and messages, it’s important that recruiters make their direct messages stand out. Effective recruiters treat their practice on social media as a long play and build trust with potential clients by not asking for anything right away. They can offer industry news, interview advice or assistance for people asking for these in online forums. All of this builds a recruiter brand.
BEST PRACTICES
The 2 Best Practices that organizations can follow to execute a flawless Social Media Recruitment Strategy are:
Post Open Positions on Your Website—If You Aren’t Already
- This may seem like an obvious tip, but it is easy to forget that your website isn’t only a tool to gain customers. It can also help you locate exceptional talent.
- If you don’t already, your company’s page should have a careers section. Here you can include job descriptions of all the positions you are hiring for. For many, the job search has become an entirely online process.
- Therefore, you can increase your chances of finding the best fit for your positions by keeping your career page up-to-date on your dealership homepage.
- You can even link these job postings on your website to the social media handles of your page by merely adding buttons on your website on LinkedIn, Instagram, Facebook, Twitter & Pinterest.
- To know on what social media channels and in which groups a company should post their job openings, recruiters should first understand where the ideal candidate is online.
- This can be done by asking applicants how they found the job posting or by talking to current employees. Chances are that people like them will spend time in the same digital space.
Using Social Media to Create a Talent Pool & Treat the candidate like a consumer
- 55 percent of job seekers find social and professional networks to be the most useful resource during a job search. Many companies use Twitter, Facebook, Instagram, and LinkedIn to find capable talent.
- On platforms like Twitter and Instagram, the hashtags #amhiring #hiring and #jobsearch are popular ways to promote job postings.
- LinkedIn has also become a crucial tool for finding talent. The platform has a section where you can post jobs where users can apply. You can also hire recruiters to message candidates directly.
- Businesses must move forward but do so with genuine empathy. Recruiters can help enhance the brand image of the organization by using social media recruitment tools and invariably act as a lighthouse.
REMEMBER WHO YOUR TARGET AUDIENCE IS
The modern candidate is making a direct connection from their consumer experience with a consumer brand and the employer brand. As consumers, they expect information at their fingertips, to have a high-tech experience and to engage through the media they consume every day. Their interactions on social media begin their impressions of the company as an employer.
Many companies already have existing Voice of Customer and research programs—these can be leveraged at this time to uncover the emotions underlying people’s shifting attitudes and behaviours. Doubling down on customer engagement and listening programs can help provide insights on how to best move forward. Using this a brand image can be leveraged and be used as an attractive tool to engage future employees