Recruiters on Social Media. Here's What You're Probably Doing Wrong

Recruitment is one of the fastest growing businesses especially on social media. Recruiters love their social media networks and highly sought after on platforms on Linkedin (As a former jobseeker, I can attest to that :P). However, as Recruitment and HR businesses in general, your approach may be leading your target audience away. Hear me out.

Recruitment online is no different from a real-life networking event or a job fair that you go to. You set up your stall, print your brochures and to say who you are and explain why they should be interested in joining you, dress well, get some giveaways ready, and then wait for them to come to you. 

And like a real-life networking event or job fair, everyone is desperate to hire some people, but just as you must do your homework on who you’re about to hire, so must future employees. A fresh college graduate may be desperate for a job, but they will still make a decision based on who you are and what you’re saying. 

Likewise, in the social media setting of, say, Linkedin, if you’re a recruitment business that only keeps putting up job posts, you may be coming on too strong. There’s the preparation you must do to make it through your prospective employee’s filters. The preparation you know best as Employer Branding. Let’s neatly unpack that term.

An employer brand is very much like a normal brand; it is born from a thought process within the organization about what it wants to be perceived as to its target audience. An employer brand is targeted to future employees. Respectfulness, trustworthiness, and expertise are traits that an employer brand should possess.

But whether it does possess them or not is something determined by its audience. It can’t be forced through advertisements. 

What recruitment departments and businesses CAN do however, is try to create that perception through consistent communication, and show of expertise through all channels. Since 91% of recruiters are using Social Media for recruitment now, the employer branding takes place on these channels too.

Therefore recruiters and recruitment firms that show their expertise and values through regular consistent communication find that prospective customers reach out to them more often, and therefore are more successful. 

What this can look like on social media

Recruitment Agencies that understand the concepts of Employee Burnout, Career counseling, and Happiness on the job for instance, share their opinions alongside relevant articles such as this one on burnout on their channels.

Here’s another example:

By sharing an article from a publication like Forbes, Propel are already piggybacking on a strong piece of content, which they make more valuable by stating their expertise along with it.

Of course then, every now and then when they post a job or an ad to promote themselves, they’re already backed by their employer brand. Over time, they will be able to bank on their employer brand not only to get more responses on their job posts, but a better quality of them too. 

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