We are fresh off of back-to-school season in the US and we are feeling a little nostalgic for the simpler days. So, we will break down social recruiting into our favorite 5 W’s that we learned in grade school; who, what, when, where, and why.
Psst…we include a bonus “how,” too!
The 5 W’s of a Social Recruiting Strategy
Alright, let’s get into it shall we?
1. Who should be participating in your social recruiting program?
Your employees: We know that employee referrals are the #1 source for new hire quality. If you think about social recruiting like employee referrals at scale, it makes a whole lot of sense to get your people involved, doesn’t it? Whether you call them employer brand ambassadors, employee advocates, or talent advocates it doesn’t matter–just get them posting on social!
Your company pages: There are a couple of ways to do this. The first is to leverage your company’s main page. However, sometimes talent acquisition can have a tough time getting posting permission since marketing typically owns those profiles. That’s ok! You can create career-specific profiles (like Von Canada) that your talent acquisition team can own.
2. What should you be posting as part of your social recruiting program?
You open jobs: Duh! You can post all of your jobs to your company’s main page and/or career-specific pages. You can also opt to do monthly job round-ups on the main page if you need to share it with marketing. For recruiters, you will want to have them posting their open reqs. As for the rest of your employees, you can have them post open jobs in their department (or location if you hire for multiple locations).
Employer brand content: This is what motivates candidates to apply! Take it from Ulta Beauty who created an online community of culture-fit candidates by doing this. You can post things like employee spotlights, DEI initiatives, best place to work awards, photos from company events, etc.
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We are fresh off of back-to-school season in the US and we are feeling a little nostalgic for the simpler days. So, we are going to break down social recruiting into our favorite 5 W’s that we learned in grade school; who, what, when, where, and why.
Psst…we include a bonus “how,” too!
The 5 W’s of a Social Recruiting Strategy
Alright, let’s get into it shall we?
1. Who should be participating in your social recruiting program?
Your employees: We know that employee referrals are the #1 source for new hire quality. If you think about social recruiting like employee referrals at scale, it makes a whole lot of sense to get your people involved, doesn’t it? Whether you call them employer brand ambassadors, employee advocates, or talent advocates it doesn’t matter–just get them posting on social!
Your company pages: There are a couple of ways to do this. The first is to leverage your company’s main page. However, sometimes talent acquisition can have a tough time getting posting permission since marketing typically owns those profiles. That’s ok! You can create career-specific profiles (like Von Canada) that your talent acquisition team can own.
2. What should you be posting as part of your social recruiting program?
You open jobs: Duh! You can post all of your jobs to your company’s main page and/or career-specific pages. You can also opt to do monthly job round-ups on the main page if you need to share it with marketing. For recruiters, you will want to have them posting their open reqs. As for the rest of your employees, you can have them post open jobs in their department (or location if you hire for multiple locations).
Employer brand content: This is what motivates candidates to apply! Take it from Ulta Beauty who created an online community of culture-fit candidates by doing this. You can post things like employee spotlights, DEI initiatives, best place to work awards, photos from company events, etc.
3. When should you be posting on social media?
The best part about social recruiting is that it’s an always-on strategy, so you can post a mix of employer brand and job content year-round–and it doesn’t have to be a 50/50 split. Sometimes you might have a lot of open reqs so you are posting more jobs than employer brand content and vice versa!
In terms of optimal times to post, it really varies by channel. To be honest, it’s a little complex, but there are tools out there like CareerArc that can help save you a headache with automation.
4. Where should you be posting to recruit on social media?
X (formerly Twitter): X is great for all industries–especially for non-corporate jobs. Plus, this is a great channel to get your recruiters and employees on!
LinkedIn: This is a great place for your more traditional corporate roles. This is also a great channel to get your recruiters and employees on!
Facebook: As a platform, Facebook is more based on personal connections vs. networking connections like X and LinkedIn. So, here we recommend sticking to your brand and career-specific profiles to promote your jobs and employer brand.
Instagram: Since Instagram is so image-heavy, this is a great place to promote your employer brand and show candidates what it’s like to work for your company through your brand and/or career-specific pages.
5. Why should you build a social recruiting strategy?
Well, do you want more quality candidates? That’s why! Especially when you automate the process.
Here are some quick stats that prove why you should be recruiting on social media:
- 86% of job seekers use social media in their job search
- 73% of job seekers between the ages of 18 and 34 years old found their last job through a social media platform
- Job seekers rank social and professional networks as the most useful job search resource compared to job boards, job ads, employee referrals, recruiting agencies, and recruiting events
BONUS: How to automate the 5 W’s
How can CareerArc’s automated social recruiting solution help with the who, what, when, where, why? With it’s all-in-one dashboard of course!
Who: CareerArc automated posting to unlimited profiles, including your recruiters and employees Twitter and LinkedIn pages, all in one dashboard.
What: CareerArc auto-syncs with your ATS to auto-create job content based on your open reqs. You can also create and schedule your employer brand posts. Our client success team is always here to help you develop posts, too!
When: CareerArc learns and optimizes when to post based on engagement.
Where: CareerArc posts to Twitter LinkedIn, Facebook, and Instagram via our all-in-one dashboard.
Why: CareerArc LOVES helping talent acquisition teams find more quality candidates on social media.
The only social recruiting platform built for talent acquisition teams
CareerArc turns social media into your recruiting engine. By activating your two most influential recruiting resources—your employer brand and your employee networks—CareerArc quickly scales your recruiting reach through automation so you attract more qualified candidates for any, and every, role.
Finally reach the top candidates you’ve been missing—faster, more efficiently, and more easily than ever before.
Auto-sync
CareerArc auto-syncs with your ATS inventory to connect your jobs with multiple social media platforms via our all-in-one social recruiting dashboard. Always be up-to-date without lifting a finger!
Auto-create
Our engine intelligently matches your content and graphics with related jobs to create high-quality, attention-grabbing posts at scale with minimal effort. Say goodbye to manual social media post creation!
Auto-publish
Reach more candidates with automated posting to unlimited company, recruiter, and employee social media profiles. Recruiting on autopilot? I’m in. Sit back, relax and watch your candidates flow in!
