Social media has become a vital part of our lives. And for better or worse, it is, nowadays, a key part of the human experience. Companies that see the value in using social media for marketing and management will have a clear advantage over those that haven’t realized how powerful these networks can be. So, these companies are focusing on using social media job listings to attract top talent.
While social media is amazing for brand-building, advertising and marketing, and community-building in general, it’s also the place where you can find top talent in your industry.
Attracting the right people is difficult if you’re just posting about needing help. But if you take a strategic approach, this could be your best talent acquisition option yet.
Let’s put this into perspective and talk about social media job listings. And not just how to make them, but how to make your employer brand stand above the rest.
Understand a Job Seeker’s Expectations
Meeting people’s expectations as a company is more important now than ever before. And that’s simply because customers and job seekers are spoiled for choice. So, there is too much competition nowadays. And the digital revolution has allowed modern talent to seek employment across the globe–from the comfort of their home.
Not all companies offer remote positions, of course. But modern employees will have no problem switching employers or skipping your job posting if it’s not the perfect fit.
With that in mind, what you’re offering needs to be in line with job seeker expectations. And modern professionals prioritize when sifting through job listings.
As always, it’s time to ditch the vague job descriptions and be transparent with your salary ranges and benefits. People are not just looking for a work-life balance. They’re looking for fair compensation and enticing benefits first and foremost.
Pay transparency will also help you differentiate your brand from the competition. And it can also help you build trust in the community. So, make sure to emphasize all the perks you offer in your social media posts.
Eliminate All Bias from Your Social Media Job Listings
One of the biggest mistakes companies make when creating job descriptions is creating copy that doesn’t align with the values of their audience. Even worse is when you accidentally use biased and non-inclusive language in your job posts. Potentially, this ends up deterring a whole caste of talented job seekers.
Unfortunately, there are numerous terms you could be using unwittingly that are detrimental to your brand’s reputation and your recruitment strategy.
That’s why it’s important to run all your job descriptions through Ongig’s Text Analyzer. This tool gives you real-time feedback and suggestions on how to make your descriptions more inclusive and engaging. But it goes beyond bias and delves into structure, as well.
Text Analyzer not only points out biased and offensive language. But it also gives suggestions on how to make text more interesting. It does this by suggesting better sentence structures or turning passive sentences into active ones.
Because it’s a software solution, it’s the ideal setup for in-house and remote teams. Employees who use a remote desktop can easily connect and work on content with other remote team members seamlessly. This, it is great for remote team cohesion and consistency across platforms.
Having the ability to connect your teams no matter where they are is an important asset. Especially when you’re managing job listings, accepting applications, and handling your recruitment processes all at the same time.
Different Ways to Promote LinkedIn Job Posts
LinkedIn is a different animal compared to your typical, non-professional social networks.
We’ll talk about those as well, but right now, we need to talk about a common problem–LinkedIn job posts all sound and look the same.
There are three main ways to promote your jobs–on the job boards, in organic posts, and via outreach. You can use LinkedIn automation for outreach for example, but you have to make sure that your messages are personalized and relevant to each recipient.
Remember, top talent demands personalized treatment.
When it comes to job boards and organic posts, the former should be more professional while the latter needs to be more creative and conversational.
Use organic posting to start a conversation with your community, but of course, link to your job post. You can post these jobs from personal accounts in your organization, just to get rid of that corporate tone.
In your job descriptions, like we said, transparency will be the key to success.
Promoting Social Media Job Listings on Non-Professional Networks
Non-professional networks like Instagram, Facebook, TikTok, and other networks, are more geared towards creative content that aims to capture the audience’s attention in a very narrow timeframe. Because people are continuously scrolling, they have a high chance of missing your job posts.
Now, whether you’re sponsoring these posts or they’re just organic, they need to be engaging in format and messaging. For one, make sure these posts are in a video format.
Video content is key nowadays. But don’t forget to fill in the details in the video description or in that first comment. Video is such a great way for a person to gauge your personality and the personality of a company. So, you should give them a chance to introduce themselves as well.
Invite people in your videos to send you a live video resume back, as a sort of a response to the job ad and a way to continue the conversation. This is how you’ll engage with the modern audience and invite them to use a format they know and love.
Weave Your Brand Identity into Your Strategy
Finally, one of the best ways to stand out to the best job seekers out there is to have a compelling brand behind every job post.
Like we said earlier, millennials and Gen Z have a lot of choices these days, and you need to catch their interest when they’re quickly looking through job posts. To get their attention, use a lively and unique way of writing.
Follow your unique brand style guidelines when you’re creating your visuals for job posts as well, to complement your voice and create a memorable experience. Drop the complex jargon or the corporate lingo if you can, especially if you’re targeting younger professionals.
Emphasize your values and culture, and don’t immediately talk about what you “demand” from your ideal candidates. Talk about what you offer first, and why your company is the perfect place to work.
Why I Wrote This:
Social media has become an integral part of any talent acquisition strategy.
There are lots of ways to get talented people interested on social media, and writing exciting job descriptions is a key part. Ongig’s Text Analyzer can help you avoid common mistakes when writing job descriptions, making sure they’re really appealing to the people you want to hire. Want to see it for yourself. Request a demo, today!
