5 Social Recruiting Mistakes and How to Avoid Them

Mistake #1: You Only Use Social Media to Share Job Openings When you’re overwhelmed with day-to-day recruiting tasks, it’s easy to put your social media presence on the backburner. Candidate personas are semi-fictionalized profiles of your ideal candidates. You can use them to prioritize the platforms you use, to personalize your messaging and to share content that engages your ideal candidates. Not only will candidate personas improve your social recruiting strategy -- they’ll improve your overall recruiting strategy too. Mistake #3: You Don’t Prioritize Interaction Social engagement involves a lot more than generating likes and comments on your posts -- a successful social recruiting strategy requires consistent interaction with your talent pool. In addition to posting your own content, make a consistent effort to engage with other users’ posts as well. Whether you share someone else’s content or leave a thoughtful comment, you’ll quickly begin to build relationships within your audience. Solution: Personalize your messages. Mistake #5: You Don’t Track Your Performance Social recruiting is a strategy, and it should be treated as such. The KPIs you select will depend on your specific objectives, but here are a few examples to consider: Engagement metrics: Track your follower or subscriber count, likes, comments and shares over time.

Author: Glassdoor / Source: Entrepreneur

Social recruiting isn’t as simple as creating a profile and reaching out to candidates.

5 Social Recruiting Mistakes and How to Avoid Them

This story originally appeared on Glassdoor

Social media has had a massive impact on almost every aspect of business — and recruiting is no exception. Today’s candidates use social media to find their future employers, and as a result, recruiters have embraced platforms like LinkedIn, Twitter, and Facebook as valuable recruiting channels. Consider these statistics:

80% of employers say social recruiting helps them find passive candidates
70% of hiring managers say they’ve successfully hired with social media
91% of employers are using social media to hire talent today

But social recruiting isn’t as simple as creating a profile and reaching out to candidates. In fact, it’s really easy to make mistakes that ultimately take a toll on your recruiting efforts. Below, we look at five common mistakes recruiters make on social media, and strategies to avoid them altogether.

Mistake #1: You Only Use Social Media to Share Job Openings

When you’re overwhelmed with day-to-day recruiting tasks, it’s easy to put your social media presence on the backburner. A sure sign you’ve fallen into a social recruiting rut is only publishing content related to job openings.

The truth is, candidates use social media for far more than finding relevant job postings. They want to learn about employers, access useful information and engage with companies who they believe might be a good fit. If you post nothing but job descriptions, you’ll struggle to build a following on social media or grab the attention of ideal candidates.

Solution: Share valuable content.

Share a variety of content to build both your employer brand and your personal brand as a recruiter.

Use social media to tell your brand’s story. Publish content that shines a spotlight on company culture and core values. If you’re not sure where to find high-quality content, check in with your marketing team, subscribe to industry publications or create your own posts to add a personal spin to it. Remember, if you don’t find a piece of content interesting, your audience won’t either.

Mistake #2: You fail to define your ideal candidate before taking to social media with your search.

Consider your current social recruiting strategy. Do you take a different approach depending on the job description? Or do you rely on the same set of tactics for each opening? If your answer was the latter, you’re making a common social recruiting mistake.

A one-size-fits-all approach doesn’t work when it comes to social recruiting. Think about it — if you don’t narrow your focus and tailor your strategy based on the preferences of your ideal candidate, you’ll be wasting your efforts on a largely unqualified or uninterested talent pool.