Social Media Recruiting Benefits You Can’t Ignore

In today’s fast-paced digital environment, social media has long gone beyond connecting friends and exchanging information. Its recruiting application has transformed enterprises. As of 2024, 92% of businesses use social media to find and connect with customers, a major change from conventional recruiting approaches. This trend is altering how companies find talent, making social media essential to the recruiting process.

Due to social media’s rapid expansion, recruiting has changed drastically. The estimated 4.9 billion social media users worldwide form a talent pool. LinkedIn, Facebook, Twitter, and Instagram are crucial recruiter-job seeker platforms. This increased dependence is due to social media’s direct access to active and passive job searchers. This big and diversified talent pool would be hard to reach via conventional channels.

Social media recruitment also lets organizations interact with prospects more personally and dynamically. Employers may recruit like-minded people by sharing corporate culture, employee tales, and live Q&A sessions. A recent survey found that 79% of job searchers would utilize social media in their job hunt, with LinkedIn being the most trusted source for career information.

Despite its apparent benefits, social media recruitment has some hidden perks that might provide organizations an edge in the competitive talent market. This article examines six of these advantages beyond reach and cost-effectiveness.

This post will show you how social media can speed up your recruiting process, strengthen your employer brand, engage candidates, and increase hiring results. Whether you are a seasoned recruiter or just starting with social media, these benefits are must-see:

6 Social Media Recruiting Benefits You Can’t Ignore 

Boost Your Employer’s Brand

An attractive employer brand helps attract and retain top personnel, making it another 2019 recruitment trend along with social recruiting. LinkedIn found that 75% of applicants study a company’s reputation and brand.

An active social media presence can increase your employer brand’s exposure, reputation, and culture. You may position yourself as an industry expert by publishing industry and business updates. This will encourage applicants to follow and engage with you and help you engage with industry experts, boosting brand visibility.

Consider using existing staff as brand ambassadors. Social Media Today reports that staff material gets eight times more interaction than brand content. A LinkedIn Employer Brand Statistics analysis found that applicants trust existing workers three times more than employers to provide accurate business information. Current workers creating postings will display your business culture and allow applicants to interact with your staff.

Create posts about your employer brand and corporate culture to attract people quickly with your:

• Workplace environment 
• Employees 
• Well-being strategy 
• Perks and perks
• Amazing or successful projects
• Team and corporate gatherings 

Attract Passive Candidates

The latest research data shows that 73% of applicants are passive.

Social media recruitment lets you reach active and passive applicants who already spend time online. Social recruitment lets you communicate with talent on their social media profiles organically rather than publishing a job description on a board and hoping they discover you.

This permits two-way talks with possible applicants who may not have contacted out. Despite not actively looking for new jobs, many passive applicants utilize social media to follow industry trends and organizations they like.

Indeed, many passive applicants publish professional data on their social media pages, enabling you to simply assess their sector expertise and contact them. Building a great social media presence for your company can also attract active and passive people to join your team.

Target-Specific Talent Pools

According to a Jobvite poll, 49% of social media recruiters said they found better applicants. Social media’s rich group, filter, and hashtag options contribute to this.

Advanced search filters on Facebook let you target your perfect candidate. Set this filter based on region, industry, or keywords, and Facebook will automatically determine how many people match your search. Facebook advertising can also target customers inside your boundaries rather than all 2 million users.

This improves application quality and talent pool selection. According to Adweek, the typical Facebook ad has a 0.9% click-through rate, greater than other recruiting marketing methods.

Twitter and Instagram provide targeted advertising, but hashtags might help you reduce your talent pool. There are several thoughtful hashtags for various businesses and career sectors, providing you access to established networks. Your applicant persona determines if these hashtags are #secretarialjobDublin or #hiring. However, using company-specific hashtags will enhance participation and develop a talent network. 

Candidate Screening

It is well-known that businesses use social media to learn more about their employees. A lot of people use social media to vent, discuss issues, and share their daily lives. You might not have heard that companies track new hires on social media.

They learn more about potential hires on social media. They learn about the person’s personality, objectives, and what to expect when they recruit them for their company. That is impossible with other recruitment strategies. Employee screening ensures that candidates match your company’s values and culture.

However, you shouldn’t look at someone else’s social media pages without permission. However, most individuals now include links to their social media pages in their CVs, indicating that they are okay with prospective employers reading them.

Building A Talent Community

Social media can help set audiences for future usage as well as immediate applications. One popular technique to recruit is via a talent community.

Social media users may not convert immediately. By allowing candidates to provide their information for afterward consideration without a huge time commitment, you can collect important audience data and boost applications.

Promote talent community signups with social advertising so recruiters can view candidates and match their data with the most relevant and high-need job vacancies.

This boosts application volume and saves your recruitment staff time. Later, you can keep advertising to these talented community members through different ads on Google Ads or other platforms like social media. 

Saves time & money for Employers

Traditional recruiting is exhausting and time-consuming for businesses and workers. Shortlisting, interviewing, choosing, onboarding, and training individuals takes time. Social media recruitment makes all of these aspects easy. Doing things manually is unnecessary with virtual stuff. Clicking a button automates much of the effort.

Recruitment expenses have decreased due to meetings on Zoom, teams, Cisco Webex, etc. Post job vacancies with clear descriptions on all-use social media sites. Not all job boards and recruitment companies are pricey. So, using social media for recruiting saves time and money.

Let DMR Help With Your Social Media Recruiting Efforts

With 86% of job searchers using social media, social media recruiting is essential. A recruiter can reach more people, get more qualified applicants, support employer branding goals, and get useful data for other recruitment campaigns across the organization by using recruitment social media.

Want to use social media advertising for recruitment? DMR’s experts can help you get top talent via social media marketing. Get our social advertising services and get exciting free incentives now!