Using social media for recruitment purposes is now commonplace in the industry. Platforms including LinkedIn, Facebook and Instagram offer recruiters channels by which talent can be more proactively sourced including those candidates who may not be so visible through more traditional methods. In a challenging market, and with certain skills in short supply, recruiters are looking to use more innovative ways to bridge talent gaps.
Accessing and attracting young talent has always been a real challenge; especially for industries such as Education, Healthcare and Engineering. With 99% of 16-24 year olds active on social media platforms like Instagram, such channels are providing a valuable resource to recruiters. Combine this with an understanding of when user traffic peaks on different platforms by target group and recruiters can look to increase their reach and engagement with talent. Social media platforms can also prove useful in attracting millennial job seekers.
Social media also works in attracting the attention of passive candidates and often requires a more social and discreet approach. Although these individuals may not be actively looking for a job, they are interested in news about changes in the marketplace and will often look to move if the right opportunity comes along.
Another way recruiters use social media successfully is social selling. Cold calling may have been a staple of selling strategies, however, with the rise in digital connectivity it has lost its appeal. Growing numbers within the millenial workforce prefer not to pick up the ‘phone and, in recognition of this, recruiters are using a softer, social media approach in communicating services to potential customers and candidates rather than relying on cold calling methods.
Social media is changing the way recruitment businesses communicate with both employers and job seekers. Recruitment agencies therefore must learn how to make effective use of social media when developing quality talent pools in an increasingly digital market.
