Social Media Recruiting Dos and Don’ts

Last Updated: December 16, 2021

The competition for talent makes it critical for recruiters to be where their candidates are – online, and that means developing social media recruiting strategies for effective candidate sourcing. Utilizing social platforms to effectively network with potential job candidates requires a few basic dos and don’ts, writes Adam DeMarco, Director of operations at Loyal Source.

With U.S. unemployment at a low of 3.7% according to the Bureau of Labor Statistics’ July reportOpens a new window , recruiters are facing a highly competitive environment for attracting top talent. The competition for talent makes it critical for recruiters to be where their candidates are – online, and that means developing social media recruiting strategies for effective candidate sourcing. Utilizing social platforms to effectively network with potential job candidates requires a few basic dos and don’ts.

Social Media Recruiting Dos

Use different platforms to target candidates

Each social media platform has a unique audience, making it important for recruiters to do their homework in terms of selecting the right social media channel to connect with target candidates. LinkedIn, for example, is a great place to reach higher-level management candidates, while Facebook’s larger talent pool of 2.41 billion monthly active users allows recruiters to expand their reach and cast a wider net in searching for qualified candidates. With many visual and creative job seekers showcasing their work and portfolios on their social media channels, recruiters can use sites like Pinterest and Instagram to conduct initial candidate searches.  

Create a compelling recruiter profile

A recruiter’s profile should be just as impressive as top-notch candidate profiles. Candidates are attracted to working with people they like, and this makes it important to create a profile that people will enjoy visiting. The first step is to feature a professional profile photo, which may seem obvious, but it’s often overlooked. They can also include information about themselves that will act as a conversation starter. Basic information such as tenure at the company and background in the recruiting industry is also important. Recruiters should also consider featuring positive feedback and/or reviews from successful candidate placements on their profiles.

Participate in groups

Social media sites like Facebook and LinkedIn have groups geared toward specialized topics and communities. Becoming consistently active in relevant groups for recruiting efforts can help identify talent and attract candidates in specific areas of expertise. Consistent participation in these groups is key to establishing relationships with group member, but content shouldn’t be limited to just job postings. Recruiters should visit target group pages daily and find opportunities to comment on a post, ask and answer questions and highlight relevant industry news.

Use video

Recruiters should leverage video to attract the attention of job seekers. Video is now the number one way people spend time online, with Cisco projecting that by 2020, one million minutes of video will cross the internet every second, and by 2021, 82% of all internet traffic will be from video.

A study by CareerBuilder illustrates the powerful impact of video on recruiting. The study found that job postings that featured a video or linked to a video received 12% more views than postings without video. This same study found, on average, employers adding video to job postings receive a 34% greater candidate application rate.

Recruiters can integrate video in their recruiting strategies by using it to highlight the employer brand and employee value proposition.

Optimize for mobile

It is also important for recruiters to be sure that all job posting ads on social media sites and company websites are mobile-friendly. With 77% of U.S. adults owning smartphones, according to a 2018 survey by the Pew Research CenterOpens a new window , more and more job seekers are relying on mobile phones to search for and apply for jobs. A Glassdoor study found that the majority of Glassdoor users, 58%, are looking for their jobs on their phones. Many social media sites are optimized for mobile and make it easy to apply. Job postings that are optimized for mobile viewing will help ensure candidates don’t get frustrated and abandon the application process.

Learn More: Social Media’s Impact on Culture and Cybersecurity in the WorkplaceOpens a new window

Social Media Recruiting Don’ts

Don’t spam candidates

Don’t send generic messages to candidates. No one likes to receive messages from recruiters that are not relevant to them. Instead of spamming candidates, work to start a dialogue that builds relationships with them. Personalized messages tailored to the experience and background of the candidate are much more effective in attracting attention and generating responses.

Don’t over-post

It might be tempting to share a lot of content, but recruiters should evaluate the content they are posting in the context of whether or not it is relevant to target candidates. Avoid posting anything repetitive and ensure that all posted content is professional, original and authentic. Focusing on quality over quantity will help recruiters increase their following and engagement with target candidates.

As recruiters embrace social media platforms to extend their global reach, attract quality candidates, speed recruitment sourcing and reduce costs, their social media strategies will need to move beyond simply creating a profile and reaching out to candidates. Implementing social media best practices and avoiding mistakes will help recruiters build stronger connections with candidates and attract top talent.

Learn More: 5 Tips on Social Media RecruitingOpens a new window

Adam DeMarco
Adam DeMarco

Director of Operations, Loyal Source

Adam DeMarco is director of operations at Loyal Source, where he oversees the company’s healthcare and technical staffing divisions, using technology and training to help develop employees and improve recruitment practices.
Take me to Community
Do you still have questions? Head over to the Spiceworks Community to find answers.