Traditional recruitment has evolved into a more effective digital model. Therefore, companies must adapt to these changes in order to transform and applying social media recruiting. This methodology makes it possible to find specialized candidates if researched in depth.
At Zemsania, as specialists in IT talent selection, we know that great experts can be found in the social networks. In fact, many professionals who do not appear on job search sites are not listed on the are in these networks.
Most organizations already enjoy all the benefits of social media recruiting. According to the V Infoempleo and Adecco Report, Social Networks and Labor Market, 9 out of 10 companies use social networks to find talent. Over the years, these techniques have become increasingly popular. If in 2011, 49% of companies were recruiting on social networks, in 2015, 87% of organizations were already doing so.
However, not all candidates believe that these platforms can provide job opportunities. This becomes clear when you consider that 64% of users contacted through social networks in relation to a job offer do not get the job. For this reason it is important to try to motivate candidates through original and rewarding selection processes.. One of the most recommended methodologies for this is gamification, for example.
Although LinkedIn is the most popular social network for job search, the company should try to find passive candidates in other networks where examining the skills of professionals will not be as simple. That is why it is important to make an analysis of the candidates' public profiles before recruiting on personal social networks.
As we said, professionals still have some reluctance when trying to look for a job through social networks. According to the study, 45% of users use them every time they look for a job, while 55% use them only sporadically or never at all. This is even more accentuated if companies do not receive professional followers. However, there are some factors that can make potential candidates feel attracted to a company's social profile.
What attracts users to enterprise social profiles?
We must take advantage of the fact that three out of four users follow a company through social networks. This factor reveals that there is a predisposition of potential candidates to follow companies on the Internet. Therefore, there is a clear need to have an HR 4.0 department that follows a recruitment strategy on social networks. Increasing the number of followers of the company will make it easier to attract professional talent. Let's take a look at what can increase user recruitment on company social profiles.
Recruiters should be aware of the reasons that drive users to follow company profiles. In this way, the company profile on the social network can be adapted to better attract talent:
The following should also be taken into account factors that most attract the user's attention in company profiles:
Another essential piece of information is why users stop following a company's profile. 49% of users end up abandoning brands on the networks. This is due, in 95% of cases, to the saturation of promotional messages. If a company wants to switch to recruiting on social networks, it should avoid using them solely as a sales showcase.
The secret of social media recruitment: being everywhere
Many users search for jobs on social networks sporadically or as a complement to other labor intermediation channels. Candidates mainly and always go to job portals first. To change this, the company must dynamize its social networks to make them attractive and eye-catching. Once this is done, attracting talent will be much easier.
From the point of view of the candidates, the most active social networks are Facebook, YouTube, Instagram and Google+.. However, more profusely searched for jobs on LinkedIn, Facebook and Twitter.. Companies must be on all these networks if they want to attract the best professionals. In fact, specialized profiles can be found through images on Instagram or behind the scenes on YouTube. Talent can be where we least expect it, for that reason. recruiters must be on all networks. By following these steps you will find good candidates even in non-professional networks.