The wisest companies leave no stone alone in their compilation of a recruitment strategy – and that means going offline as well as utilising all the online avenues available to you. Because, as the international social media consultant is quick to point out, the success of your recruitment drive depends entirely on where your target market looks for jobs.
The international social media marketing consultant is used to delineating target audiences of brands. And the process doesn’t change when you look at companies wanting to recruit new talent. Long term and short term, the key is finding the people who would be best for your business.
Different types of recruitment drive can use Facebook to differing levels. For example, the international social media consultant setting up a generic recruitment drive for a business looking to expand in several directions, would encourage that business to advertise opportunities through its Facebook page, aimed at fans.
Facebook is where fans connect with brands. LinkedIn is where fellow professionals connect with each other. So the international social media marketing consultant points out that Facebook is therefore the most likely place for you to find catchall candidates who are enthusiastic about your business already.
The roles suited to Facebook applicants are likely to be lower tier – sales assistants for example. Though there is no reason why you shouldn’t find more specifically skilled candidates through Facebook too.
The international social media consultant notes that Facebook, like LinkedIn, is able to use the social media graph of its users to target ads. So the power to convert a Facebook user into an employee is certainly there.
You should be aware though that current thinking suggests Facebook ads are widely disregarded – people use the site to talk with their friends and largely ignore whatever else pops up there.
LinkedIn, on the other hand, is specifically for business – so interactions there are all about making and taking work. So LinkedIn ads tend to find a higher proportion of winning candidates.
It all boils down to what I said at the start. Where are the most likely candidates for your role?
The international social media consultant points out that more qualified or professionally experienced candidates are likely to use LinkedIn for work and Facebook for play. They may even find it annoying to be contacted through Facebook about work.
So the position is clear. Facebook can work for recruitment as long as the recruitment is generic and advertised on your own Facebook page. While more targeted advertising is best done through professional locations, specifically professional networks.
The international social media marketing consultant also points out that some recruitment, for high end executives particularly, is still often done through non-online networks.
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