Your Social Recruiting Agency – Social Media Recruiting since 2010
One of the biggest recruitment trends of recent years is the use of social media to attract and convert talent (apprentices, dual students, young professionals, high performers, etc.). This practice even got its own buzzword, “Social Recruiting” or “Social Media Recruiting”.
Simply put, it’s about addressing suitable applicants via social networks (social media) and encouraging them to apply through social media recruiting. In addition to presence, measures include generating reach via social media ads for suitable target groups (targeting) as well as a suitable and appealing career page with an application form.
As a Social Recruiting Agency with a marketing focus, we not only ensure more sales for our clients in our daily work, but also more applicants in all industries and career levels.
On this page, you will find some information and services that we, as a Social Recruiting Agency, offer you. Please also watch the following video for an explanation.
Your contact person for effective social recruiting:
E-Mail: fi@vastcob.com
Florian Ibe
The 3 Most Important Steps in Social Recruiting
Visibility with the target group
Do you need staff, new employees, or apprentices in a specific area? Then let us show your ad only to people who are interested in that area! With a solid ad strategy, appealing visuals, optionally also videos, and some advertising budget, your social recruiting will be a success.
Resonanz, Retargeting & Analyse
What do you offer applicants? What is it like at your company? What can someone expect? Often, it is small details in the comparison process that deter an application. This makes analyzing and tracking (retargeting) interactions with your ads and, for example, your career page, all the more important.
Simple Application Process
Do you feel like filling out pages of forms? Surely not, and neither do your potential employees. Make the initial contact as easy as possible and qualify manually or automatically (funnel) afterwards.
What does Social Recruiting cost?
Here are our package prices:
Florian Ibe
CEO & Marketing Consultant
Your contact person: Florian Ibe
Social Media Recruiting guarantees more qualified employees in all industries and career levels
What is Social Recruiting?
Simply put, social recruiting uses social media channels for recruitment. Social recruiting therefore refers to recruiting applicants via social media platforms such as LinkedIn, Facebook, Instagram, and Twitter, as well as via other websites, including online forums, job boards, and blogs.
Social recruiting is also known as social media recruiting, social recruiting, and social recruiting. Social media recruiting is the means by which candidates are recruited via social media platforms as a talent database or for advertising openings and positions.
While organizations have generally used social recruiting as a means to improve more traditional recruitment methods, this may change as social recruiting becomes more popular. For example, according to one study, almost three-quarters of employees aged 18 to 34 found their last job through social media. In addition, almost 90% of advertisers report that they have hired someone from LinkedIn.
When done well, social recruiting can help companies reach passive candidates, gather more referrals, target desired candidates, showcase their company culture, and save money.
Ultimately, social recruiting works because it puts your organization in the orbit where employees spend a significant portion of their time – on social media.
Feel free to read more on Wikipedia about this topic.
How does social recruiting work via social networks?
Social media recruitment can be advertising for jobs either through HR providers and agencies or through crowdsourcing, where job seekers see, comment on, and share potential job offers in their personal, online social networks.
For social recruiting proponents, the method offers a more efficient and cost-effective alternative or supplement to traditional online recruiting/e-recruiting via job boards and job platforms.
It is the practice of identifying, attracting, engaging, and hiring both active and passive candidates by leveraging the social networks they are in. Recruiters can view potential candidates‘ social media profiles to get a sense of who they are and what they are looking for.
Social recruiting practices include things like:
- Identifying and actively approaching potential candidates on Facebook, Instagram, LinkedIn with ads, private messages, and remarketing
- Sending a direct message to a potential applicant on Facebook or LinkedIn
- Tweeting links to available positions and adding relevant hashtags to build long-term cohesion.
- Posting employee photos on your company’s Instagram account with a message encouraging others to join your team, apply for open positions (with links)
- or add their resume to your recruiting pool
- Creating videos to share on YouTube, Facebook, or Instagram pages to highlight and outline your company's culture.
The most effective way, even for small businesses, is active advertising with a target reach. With a simple career page and some retargeting, you will receive several applicants per week.
How does social media recruiting differ from other types of recruiting?
Social media recruiting differs from other types of recruiting (e.g., online recruiting, direct recruiting, internal recruiting, external recruiting, global recruiting, employee referral, and mobile recruiting) in that the recruiter can directly connect with active and passive job seekers.
You can find key candidates by engaging with them through shared passions, ideals, or networks, which you cannot do with other recruiting methods.
How effective is Social Media Recruiting?
It can be somewhat difficult to determine the effectiveness of a social media recruitment strategy and the return on investment (ROI). This is mainly due to the fact that the vast majority of candidates do not apply directly. This is where targeted questioning of each applicant, and especially in the subsequent job interview, helps.
See for yourself! If social media recruiting works for 92% of "big" recruiters, there must be something to it, right?
Does social recruiting really work via social networks?
The simple answer is: Yes, social recruiting works. Social recruiting can be a complement to traditional recruitment methods, although social recruiting is rapidly taking over traditional recruitment as the norm.
Recruiters have found that social media allows them to narrow down the candidate pool more effectively and quickly find individuals who are qualified for the job.
When companies implement social recruiting strategies correctly, they convey their brand message across numerous social platforms and show potential candidates an enticing picture of their company culture. In fact:
- 73% of 18- to 34-year-olds found their last job through social media. ( Capterra )
- 59% of recruiters rated candidates sourced through social media as "highest quality." ( Jobvite )
- 21% of candidates said they found their dream job through social media (Jobvite)
- 89% of recruiters say they have hired someone from LinkedIn ( Social Meep )
- While 94% of recruiters use social media for their jobs, only 39% of all employers use social media for recruiting and hiring employees – 37% more than the previous year. ( CareerBuilder )
- 83% of job seekers prefer Facebook over other social networks. (Jobvite)
Choosing the Right Social Media Platform
Twitter, Facebook, Instagram, and LinkedIn offer potentially useful tools for social media recruiting. Twitter allows companies to share links to job openings, news about their company, etc. Facebook offers similar tools but also provides the option to share photos and videos. Instagram is an ideal place to share photos and videos that highlight your company culture, showcase new products and services, etc. In addition, many social media platforms offer advanced search functions that are very useful for social media recruiting. These advanced features help you learn more about your current social recruiting target audience and find the right target audiences for the future.
Facebook’s Graph Search allows you to search various user profile variables such as location, interests, fields of study, etc. For example, you can search for specific elements such as „people interested in SEO marketing who live in Los Angeles.“
Twitter’s advanced search has more limitations than Facebook. However, you can also search for people who use specific phrases, hashtags, and keywords.
The most effective social media tool for social media recruiting is LinkedIn. Since the website is designed for job seekers, employers, and professional networking, it utilizes a wide range of features to highlight your company culture and attract potential applicants.
LinkedIn also offers an advanced people search. This tool provides search functions that are very useful for recruiters. Many of these search functions are free. However, some require a LinkedIn Premium account.
Tips for Effective Social Recruiting
Every organization establishes its own social recruiting strategy tailored to its specific employment needs. However, philosophically speaking, there are important foundations for effective social recruiting.
Network and engage directly with your audience: For example, if a potential candidate leaves a comment on an Instagram post from Twitter indicating interest in joining your company, you should respond in a personal way. This can be as simple as using their first name and encouraging them to check available positions. It is important to establish a personal connection, no matter how small.
Ensure your social recruiting directly or implicitly highlights your company culture: You should have a clear and detailed understanding of your company’s core values and culture. You should also be able to directly link this culture and these values to your social recruiting. How does your social recruiting convey your company culture to a broader audience?
Engage your employees: Supporting your employees in social media recruitment is beneficial for several reasons. Firstly, it expands the reach of your social recruiting content. Secondly, as mentioned in point 1, making a connection is essential. Creating conditions under which candidates can connect with colleagues offers another opportunity for connection. Finally, „selling“ your company culture is most effective when supported by employees. Organizations will obviously try to sell their culture, but candidates know that. However, seeing the culture shared or represented by employees may be a much more convincing sale.
Be consistent: Social recruiting requires consistent engagement with potential candidates in your audience. Remember, social recruiting is not as simple as posting jobs and receiving applicants. The best applicants already have a job and may not actively want to move. The way to attract these candidates is therefore to consistently build an attractive employer brand and culture over time. This means regularly publishing posts that reflect your company culture and organizational goals. It also means responding directly to people who reach out, comment, or share your content in a friendly and personal way. The goal is therefore to make potential applicants want to join your organization as soon as a position becomes available.
- Use paid social media advertising (Ads) – use insights to perfect your campaign
- Use video to connect with passive candidates
- Build your company's online reputation
- Engage employees in sharing posts on social media
- Join LinkedIn groups
- But it's not just about LinkedIn! Facebook & Instagram are just as important!
- Share quality content and be authentic
- Use the right hashtags
Social Recruiting Synonyms – Social Recruiting is also known as:
- Recruiting in social media / Recruiting in the social web
- Social Recruitment
- Facebook Recruiting
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