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Inicio  /  Blog  /  How to use social networks for recruiting and hiring

How to use social networks for recruiting and hiring

Vista Jobs article

Find quality candidates, establish connections with them and attract the best talent. Do you know how to use social media to recruit and hire? Social networks are the place where people hang out online to express ideas and interact with each other. It is at that moment where you must show yourself and establish a connection with your future talents.

Sites like LinkedIn, Facebook, Twitter and a few others offer recruiters a great opportunity to connect with candidates, many of whom would never be found through traditional sources.

According to GlobalWebIndex (2020), the average Internet user has more than 5 social network accounts. People go to these different communities to share what they think and converse with like-minded people. Like the center of a city, social networking sites have become the focal point for online interaction.

Most companies use social media to recruit candidates, but not all are doing it successfully. In this article, we'll look at the benefits of social media recruiting and some ways you can connect with talented people online.

Each company must develop its own unique social media recruiting strategy. Here are some basic ideas you can use to get started:

Engage in the right conversations
The key to social media recruiting is to avoid the noise and find the right people. Being active in LinkedIn groups and using hashtags are great ways to introduce your vacancies to the candidates you want to apply to. For example, #sebuscadev or #trabajosihay can help you reach the right candidates on Twitter.

Adopt a soft approach and promote your culture
Social media recruiting goes beyond posting vacancies from active, open processes at the moment. You also need to share content that demonstrates that your company is a great place to work so that you can attract candidates organically. People love to talk about companies with unique cultures, so this type of content often gets shared a lot.

Don't overlook niche networks
Of course, it goes without saying that when we talk about social networks we almost always refer to Facebook, LinkedIn and Twitter these days. But you can find specific candidates by examining specialized networks and forums. For example, developers share knowledge on GitHub and StackOverflow. Marketers exchange ideas on Moz and Warrior Forum. Your next hire may be posting some content on Quora, for example.

Involve all employees
Chances are you have some advanced social media users in your workplace. Encourage your entire staff to share job openings and generally be an evangelist for your brand on social media. Some companies have strict rules on social media, but allowing your employees to talk about their work experiences in a responsible manner may pique a potential candidate's curiosity.

Help your recruiters to increase their presence on social networks
Corporate accounts can only accomplish so much. Individual recruiters can establish person-to-person connections with candidates, but they must first know social media best practices and use their accounts on a regular basis.

Of all the social networks, LinkedIn is, of course, the best for recruiting. Almost everyone with an established career has a profile on the "World's Largest Professional Network." You can use LinkedIn to attract active candidates and connect with passive ones. Here are some tips to get you started with LinkedIn recruiting:
  • Complete your brand page: A complete company page on LinkedIn gives you the opportunity to showcase your company culture. Active job seekers will find the page, see your job openings and learn everything they need to know about your organization.
  • Use filters to find the right candidates: Because there are so many people on LinkedIn, recruiters can use filters to find potential candidates. For example, you can search by location, current and past company, years of experience and a number of other factors to help you zero in on candidates who check all the boxes.
  • Communicate with a personal touch: Experienced and talented people listen to many recruiters on LinkedIn. Don't copy and paste the same message to everyone you're trying to connect with. Instead, mention what struck you about the candidate and makes you think they would be a good fit for your company. In other words, personalize the message.

The idea that companies can recruit and hire through social media is no longer a gimmick. It's now a vital channel for sourcing candidates and promoting company culture. Here are some of the benefits of using social media in your recruiting efforts:
  • Reach passive candidates: Social media is the best way to find passive candidates and connect with them. LinkedIn is essentially a directory of professionals organized by industry, company, job title and other categories.
  • See talent and passion firsthand: Many people use social media to make it known that they love their career. You can find passionate people and learn about the amazing work they have done and the creative ideas they have.
  • Get resume details without a resume: On LinkedIn, and to some extent on Facebook, you can see a person's complete work and educational history. You'll know if a candidate has the experience required for the position before you contact them.
  • Find a great culture fit: Social media allows you to find out what a person's hobbies are and even conclude what type of personality they have. You can find candidates who are skilled and also a good fit for your workplace.
  • Filter out unsuitable candidates: Some people behave badly on social networks. You can determine if a potential candidate has a bad attitude by looking at what they share online.
  • Save money: Unless you promote job openings through paid campaigns, social media recruiting is completely free.

What works for one company may not always work for the next. Create a social media recruiting strategy that makes sense for your company and the roles you are hiring for. 

Try different types of content until you find the one that connects with your audience. As we said before, it's not always about talking about the vacancies the company has. You have to go further and try to establish an emotional connection with the person.

Make it an extension of your broader recruiting and social media strategies to keep your entire company running like a well-oiled machine.

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