Social media. What can we say about it that you don’t already know right?
Updating status, uploading pictures and videos, Like, Comment, Share, etc.
I am sure all these ran through your mind in a flash just as you read the words “Social Media”.
But, how would you feel if we told you that social media is a dormant goldmine of candidates which is just sitting out there waiting for it to be tapped in. Don’t be too shocked yet, we are here to help you in understanding online recruitment better.
Social media recruiting in simple words refers to the way toward selecting applicants through internet-based platforms, such as LinkedIn, Facebook, and Twitter, and different sites, including online discussion forums, job boards, blogs, and web journals.
Social media recruiting is also known as social media recruiting, social hiring and social recruitment.
While organizations have so far commonly utilized social media recruiting as an approach to expand increasingly outdated and traditional enrolling techniques, that may change as social selection keeps on picking up ubiquity. For instance, as indicated by one investigation, almost seventy-five percent of laborers between the ages of 18-34 secured their latest position by means of web-based life. In addition, about 90% of scouts report that they have recruited somebody off of LinkedIn.
At the point when it is carried out properly, social media recruiting empowers associations to reach out to passive candidates, accumulate more referrals, target wanted applicants, showcase your organizational culture, get a good employer branding done and save money
Eventually, social media recruiting works since it embeds your association into the circle of where potential workers spend a lot of their time- – on social media. For strong believers of social media recruiting the strategy offers an increasingly productive and financially savvy option in contrast to customary internet-based job boards, such as Indeed.com.
Social media recruiting process incorporates things like:
- Recognizing potential candidates on LinkedIn.
- Sending a potential candidate an immediate message on Facebook.
- Tweet link to vacant positions, and incorporate significant hashtags to assemble long term cohesion.
- Post employee photographs on your company’s Instagram account with a message urging others to join your group, go after open jobs (with connections), or add their resume to your selecting pool.
- Making recordings to share on YouTube, Facebook, or Instagram pages that feature and framework your association’s way of life.
The best online life device for social enlisting is LinkedIn. Since it is worked for work searchers, bosses, and expert systems administration, the whole site uses a wide scope of capacities to help feature your corporate culture and enroll potential up-and-comers.
LinkedIn likewise offers an Advanced People Search. This apparatus offers search abilities that are profoundly valuable for scouts. A significant number of these pursuit highlights are free. Be that as it may, some require a LinkedIn premium record.
Many companies solely rely on job portals like Internshala and Monster to recruit new hires. With almost everyone on the planet using social networks to find and share information, it is important for recruiters not to overlook this hiring goldmine. Social media is something that is already out there and within our reach.
Are you specifically searching for a job now?
Are you completely in love with the position you are in – growing both personally and professionally?
So if you saw a post about a current job opening on Facebook, would you click on it and see if it peaks your interest?
That is the magic of social media. Recruiters are able to reach candidates with the right qualifications who aren’t even looking. These people are known as passive candidates and employers recruiting through social media get passive candidates to consider applying for a job – especially if the pay and position is better!
The Time is Ticking Away
The more time it takes to find and hire new employees, the more resources are used both in terms of money and manpower. It is better to be fast and efficient and posting job openings on various social media sites fills positions faster as more people are reached.
A Different Breed of Candidate
Recruitment through social media reaches a certain kind of people. Those who are tech-savvy, innovative, creative, and caught up on trends in many different fields. These are qualities that may not be listed in the job requirement but will help the company flourish.
Compared to the traditional method of recruiting, social media sourcing is quite cost-effective.
Advertising a position through other media channels such as newspapers, television, or magazines can be expensive while creating a social media account is completely free! The only resource used is the time taken to create and share a post among followers and friends. That being said, there are many tools that companies can pay for to help them analyze social footprints and help them reach more social media users such as Belong and Entelo.
The role of social networks in the business world is only rising. It is better to gain a competitive edge over other companies and take advantage of the simplicity and convenience of social media recruiting.
Boolean search strings
This might sound intimidating and confusing, but we are here to tell you, constructing an effective search string can’t be more easy and straightforward.
E.g. software engineer AND “senior developer”
Very straightforward. This search shows a combination of a software engineers and senior developers. You will simply not see any profiles that do not have both of the above terms.
E.g. designer OR UX Designer OR Wireframe designer
OR command is a great way to widen the search. You just need to match one of the terms to get a high volume of results.
E.g. UI Designer NOT “Web Designer”
The ideal time to use this command is when you have a very specific requirement and you don’t want it to get mixed with similar profiles.
- “ Quotation marks ”
Quotation marks is used when you want to look for a phrase as a whole. Not using Quotation marks will treat the phrase as different words and not as a whole
E.g. Software architect- would give you for both software and architect. Whereas “Software architect” -would show results for the phrase Software architect
Brackets are best for building complex strings. Elements that are placed within brackets are given priority over other phrases.
So, if you have a specific requirement like a BD or a Manager, that have worked in one of the following companies mentioned, you could take the help of brackets.
E.g. (“BD” OR “Manager”) AND (Zomato OR Facebook OR Amazon OR OLA)
So the above result will show, BD Or Managers who have worked in Zomato or Facebook or Amazon or OLA.
NOTE: Avoid stop words like ‘I’, ‘a’, ‘in’, ‘from’, etc as they tend to break your search strings. LinkedIn is built to ignore these words and assume an ‘AND’ in its place.
On the right is Keywords. Here, you can type in a word and LinkedIn will look through the entire profile of the candidate to look for that specific keyword. Like literally anywhere in the profile. This is useful when you are looking for a skill or a particular experience, etc.
E.g. If your requirement is a designer for poster making with lightroom editing skills, your search would look like this:
(graphic designer OR “graphic designer” OR designer OR photoshop) (poster OR Corel draw OR Lightroom OR photo editing OR poster making)
*NOTE: This field does not allow you to search for a candidate’s employment or education dates. You will need a premium account to access those filters.