Some Possible Advantages of Using Social Media to Find New Employees
Cost: Social media platforms such as Facebook, Snapchat, Twitter, Pinterest, Instagram, etc., can be used without cost if you already have a substantial following on these platforms.
- Demographics: Social media platforms’ sophisticated targeting tools let you reach your intended audience.
- Those who are enlisted via social media are more inclined to participate in other online forums and to voice their thoughts.
- Involvement: Those who regularly use social media are conditioned to interact with online groups and are more inclined to post content themselves.
- Referral traffic: Facebook, Instagram, and Twitter are all public platforms, so anyone who get an invitation may “share” or “re-tweet” it to their own networks.
Problems with Hiring Via Social Media:
- If you only want a small number of people to know about something, public advertising may not be the way to go.
- As many social media profiles are either dormant or under the hands of spam bots, the raw number of fans or followers is not particularly telling. Average Twitter accounts only have one follower, therefore it’s important to target your efforts on your most engaged audience (much like on an IC). Interactions (through Facebook Insights) and ‘active’ users (by Twitter mentions and retweets) are two ways to measure how engaged a community is.
- When users’ preferences shift and new rivals enter the market, social media platforms quickly lose users and undergo a demographic shift. Take Facebook as an example: it was virtually unknown to those aged 25 and over in 2007, but just five years later it was already “for old people,” as young people went on to other, less parentally controlled, platforms. Its development has accelerated in the years since.
Where do you suggest I start?
This kind of recruiting works well for social media pages that are already actively engaging their followers through the publishing of questions, subjects, and calls to action such as comments, likes, and shares. A dormant profile, regardless of its number of followers, likes, or connections, will not attract many new users.
We propose promoting a screener survey (not your main Recruiting Survey) with a call to action to maximise exposure and provide a good user experience for your business. That way, we can collect data from everyone who shows interest without having to subject them to the Recruiting Survey and risking responses from people who aren’t qualified for the position. If you have certain demographic or psychographic criteria in mind, you can narrow the pool of participants for the whole survey to only include those who fit your criteria.
Consider holding a contest after the initial recruiting push to get people to “share” the fact that they participated in the survey and get their friends to do the same.
Advice for Achievers:
- An effective call to action is one that is simple to comprehend, brief, and takes the form of a “hook question” — a query designed to spark discussion and entice new members to join the community.
- Likes and shares on Facebook can help spread your message to a wider audience. Your Facebook followers can help you recruit more people by sharing your content.
- Use upbeat, action-oriented language that conveys a sense of urgency, such as “Join Now,” etc.
- In order to reach people in all time zones, it’s important to tailor your messaging to certain groups and to publish often.
- Spread the link across your Facebook page. Such as in the “About” section or in a typical status update.
Have you ever pondered how you missed a friend’s crucial social media update? This is the result of a computer programme; it may be because you haven’t shown enough interest in this person in the past, they haven’t posted frequently enough, or you don’t have any common social networks.
Since it’s impossible to outsmart an algorithm, the only way to increase the likelihood that your posts will appear in your target audience’s feeds is to either play nice with it or pay to have them promoted.
Some advice is as follows:
Publish stuff often, but not too much. If people don’t interact with your social media posts, that counts against you. In other words, the algorithm will cease displaying your posts in the feeds of your followers since it has determined that you are either a spammer or a producer of boring material.
If you’re just starting out or have reached a bit of a wall, a contest is a great method to attract others to share or like your post.
In order to get more people to see your content, you should run some boosted posts if your current engagement rate is poor.
Social media recruiting may benefit greatly from well-thought-out, expedited initiatives. Followers and new members of your insight community can be attracted in two ways:
Conducting a contest is a great way to increase your internet visibility and attract new customers. The problem with this strategy is that it might result in a surge of new followers, many of whom are likely to abandon you once the contest is over.
Targeted or similar groups of people
Methods of Member Recruitment using Social Media
They are the most efficient means of conducting a referral campaign, as they make use of very sophisticated targeting techniques. Advertising platforms like Facebook and Twitter make it easy to submit a list of your most engaged consumers to utilise as a target audience. With this information, you may locate and market content to individuals who share your demographic profile. You may also narrow your audience so that only those people who are most likely to become engaged with your business see your sponsored social media postings.
Remember that building a digital community takes time and that recruiting is not a one-time event when you work on your social media recruitment strategy. The best outcomes will come from providing a nice social media and insights community experience for your members.