If you’ve ever wished that hiring your next sales or marketing superstar was as easy as keeping up with friends on social media, it’s time to create a social recruiting strategy.

Social recruiting integrates with more traditional recruiting strategies. It leverages social media to allow companies to communicate with potential candidates, build their employment brand, and turn their organization into the next great place to work.

Why Use A Social Recruiting Strategy?

Social media is changing the way companies hire. For instance, in 2017, 73 percent of workers ages 18 to 34 first learned about their current job on social media. Facebook is a particularly popular outlet, with 83 percent of job-seekers ranking it first among their social media network preferences.

Recruiters have long known about the power of an effective social recruiting strategy. It’s why 94 percent of recruiters use social media to build connections, 89 percent have placed a candidate they met on LinkedIn, and 59 percent rate the candidates they meet via social media as the “highest quality” candidates they place.

How to Develop a Social Recruiting Strategy

To build a social recruiting strategy that works for your team, department or company:

  1. Know your goals.

Do you want to improve your company’s image as an outstanding place to work? Build connections with some of the top professionals in the field? Reach out to newly-minted graduates? Talk to your recruiter about which goals you can reach most effectively via social recruiting.

  1. Choose your platform.

Try to reach out on every platform, and you may find yourself stretched too thin. Instead, choose which platforms you’ll use for your social recruitment campaigns based on each community’s strengths. For instance, LinkedIn is ideal for examining candidates’ professional experience, while Twitter offers a better way to assess cultural fit. Pinterest and Instagram help you identify a candidate’s passions, while Facebook offers a good all-around view of how the candidate presents themselves to the world.

  1. Build a brand.

If you can answer the question, “Why should people want to work for us?”, you have the makings of a strong employment brand.

Once you’ve chosen your social media platforms, tailor this message to the medium each platform does best. Involve your employees to share their successes and their stories about what makes your team or company an ideal employer. And work with your recruiter to ensure your message reaches the right candidates.

At SMR Group, our recruiters focus on helping our clients in the pharmaceutical, medical device, and biotechnology industries find and keep the best sales and marketing talent available. Contact us today to learn more.

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