Social Media – Taking Talent Acquisition to the Next Level
From a job-seeker’s perspective, using social media tools such as LinkedIn and Facebook are excellent ways to market themselves and their experience whilst searching for relevant jobs at the click of a button. Whilst job boards are still widely used, a lot of companies now exclusively hire on these social media platforms instead.
LinkedIn allows candidates to create a profile complete with their personal details, experience and referrals, which is easily accessible by recruiters and talent professionals. Applicants can be notified of relevant jobs and all they have to do is apply with one click. This therefore creates a more seamless application process on a platform that also allows people to connect with industry professionals, network and market themselves from their mobile phones. Thus the platform acts as both a professional networking site, a job board and a CV library. Similarly, a lot of companies are also advertising jobs on Facebook, which is used by a wider demographic.
Whilst Facebook is primarily a social platform, employers are able to reach and engage with a broad talent pool in a setting which allows them to build trust and brand awareness over time, whilst also allowing for a quick, seamless application process.
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We all know social media channels are excellent marketing tools for attracting new customers, but the same is equally true of talent attraction. Social recruiting allows employers to bring their vacancies to new and larger audiences, and attracting potential talent through brand engagement, employee advocacy and referrals. To do so, it is important to have a consistent strategy across all social media platforms, including those that don’t offer job posting options. Most obviously, Twitter and Instagram are both great for creating engaging and consistent content in order to attract new audiences.
In a recent study via SproutSocial, a social media specialist company, it was discovered that 70% of Twitter users were under 29 years old, and 32% of users were university-educated or higher. Therefore, it makes sense to create and upload engaging content to company Twitter pages if employers wanted to attract young professionals in the early stages of their career. By enticing them to follow, the target demographic for specific jobs will then already be engaged and most likely following the company page. Furthermore, Twitter uses hashtags all the time, so utilising this tool will also help to attract talent and get the company message to as many people as possible.
The power of social media is undeniable and the rise of Instagram over the last 5 years has been extraordinary. An event can happen and within minutes it has been shared millions of times all around the world, reaching people at their fingertips. The spread of information goes way beyond news websites, fundraisers can reach thousands of pounds in minutes and people can do all of this with just a simple click of a button. It makes sense to adapt this method when advertising jobs too.
About Fram Search
Established in 2010 by Simon Roderick, a recruiter with 20 years City recruitment experience, Fram Search is a specialist financial services recruitment consultancy. We focus on permanent and interim recruitment in the UK & internationally.
We provide high quality contingent and retained recruitment to boutiques and global brands. We have long established relationships and access to deep talent pools. Fram takes a highly consultative approach, and we have a quality over quantity ethos. We are proud that our contingent fill rate is nearly three the industry average and we augment our retained search methodology with rigorous psychometric testing. Champions of diversity & inclusion, all staff have undertaken unconscious bias training.
Please contact us on 01525 864 372 / [email protected] to learn more.
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