How to create a social media recruitment strategy?
Posted: Tue Jan 21, 2025 8:45 am
Advantages and disadvantages of social recruiting
Once we have defined what social recruiting is, it is interesting to consider the pros and cons of opting for recruiting on social networks . This is the relationship with the main advantages and disadvantages of social recruiting .
ADVANTAGES OF SOCIAL RECRUITING
Streamline selection processes.
Optimize the company's resources in terms of human resources, facilitating certain tasks such as finding professionals.
Connect with other audiences and with a different audience that is equally potential.
Find more information on profiles that may interest us as employers.
Greater performance in terms of hiring.
DISADVANTAGES OF SOCIAL RECRUITING
Finding a needle in a haystack? Difficulties in finding profiles that are really suitable for the company.
Invest time to hit the target, if you opt for organic searches, leaving aside specific job offers.
Excess information and problems in knowing how to bahrain whatsapp data discern what is really important when assessing the professional qualities of candidates.
As you can see, we are not dealing with a magic formula. The crux of the matter should always be to resort to those means and tools that are more complete depending on the brand that is looking for workers and the specific characteristics of that profile, the selection process and related factors. Social recruiting should be considered as another alternative and complementary route in the human resources department and, if you opt for this system, you should know how to put it together and implement a staff recruitment plan through social media .
And from theory to practice… Do you want to know how to launch a campaign to find professionals on online platforms ? Here is the step-by-step guide:
1. Establish the profile of the ideal candidate
This item is and will always be the starting point in any selection process . What vacancy needs to be filled? What qualities and knowledge must the professional who is going to occupy the job in question have and meet?
2. Determine objectives of the social recruiting process
Aspects such as the resources available for the campaign, both financial and material, the time available for the campaign, the number of candidates to be considered, etc.
3. Select the platforms on which you will be present
At this point, it is interesting to refer to the social networks that will be used. It is advisable to opt for the so-called 'benchmarking', which consists of analyzing which platforms are used by competing firms, what content works for them, campaign periods and so on, all the information that may be useful for your own actions.
It should be noted that for this item, the selection managers must be familiar with the profiles of the users of the different networks and their characteristics in order to fine-tune the type of people they need in their teams.
4. Dissemination of job offers
If you choose to post job offers on social media, it is important to give them the widest possible dissemination, either through online marketing , positioning the content (text, videos, photos) and using company employees and other people with whom you interact who can give wings to the publications. In recruiting on social media, it is essential to make job information go viral.
5. Evaluate the performance of the campaign
It is necessary to analyze the metrics marked among the objectives and know what the result of the selection process in social media has been .
As readers will see, we are facing a strategy in personnel selection that is increasingly used due to the good results that its application offers. That is why in training courses such as the Master in Human Resources at EAE Barcelona it is considered one of the current and future trends when it comes to finding talent and creating new teams.
Once we have defined what social recruiting is, it is interesting to consider the pros and cons of opting for recruiting on social networks . This is the relationship with the main advantages and disadvantages of social recruiting .
ADVANTAGES OF SOCIAL RECRUITING
Streamline selection processes.
Optimize the company's resources in terms of human resources, facilitating certain tasks such as finding professionals.
Connect with other audiences and with a different audience that is equally potential.
Find more information on profiles that may interest us as employers.
Greater performance in terms of hiring.
DISADVANTAGES OF SOCIAL RECRUITING
Finding a needle in a haystack? Difficulties in finding profiles that are really suitable for the company.
Invest time to hit the target, if you opt for organic searches, leaving aside specific job offers.
Excess information and problems in knowing how to bahrain whatsapp data discern what is really important when assessing the professional qualities of candidates.
As you can see, we are not dealing with a magic formula. The crux of the matter should always be to resort to those means and tools that are more complete depending on the brand that is looking for workers and the specific characteristics of that profile, the selection process and related factors. Social recruiting should be considered as another alternative and complementary route in the human resources department and, if you opt for this system, you should know how to put it together and implement a staff recruitment plan through social media .
And from theory to practice… Do you want to know how to launch a campaign to find professionals on online platforms ? Here is the step-by-step guide:
1. Establish the profile of the ideal candidate
This item is and will always be the starting point in any selection process . What vacancy needs to be filled? What qualities and knowledge must the professional who is going to occupy the job in question have and meet?
2. Determine objectives of the social recruiting process
Aspects such as the resources available for the campaign, both financial and material, the time available for the campaign, the number of candidates to be considered, etc.
3. Select the platforms on which you will be present
At this point, it is interesting to refer to the social networks that will be used. It is advisable to opt for the so-called 'benchmarking', which consists of analyzing which platforms are used by competing firms, what content works for them, campaign periods and so on, all the information that may be useful for your own actions.
It should be noted that for this item, the selection managers must be familiar with the profiles of the users of the different networks and their characteristics in order to fine-tune the type of people they need in their teams.
4. Dissemination of job offers
If you choose to post job offers on social media, it is important to give them the widest possible dissemination, either through online marketing , positioning the content (text, videos, photos) and using company employees and other people with whom you interact who can give wings to the publications. In recruiting on social media, it is essential to make job information go viral.
5. Evaluate the performance of the campaign
It is necessary to analyze the metrics marked among the objectives and know what the result of the selection process in social media has been .
As readers will see, we are facing a strategy in personnel selection that is increasingly used due to the good results that its application offers. That is why in training courses such as the Master in Human Resources at EAE Barcelona it is considered one of the current and future trends when it comes to finding talent and creating new teams.