Thank you in advance! -The Jobcast TeamRead More
LinkedIn, Twitter, Facebook. The big three of social media are constantly changing the scope of social recruiting. Pros and cons to each? Here is a list of some of the reasons why recruiters choose Facebook to find new talent:
Facebook has the biggest network
Facebook is undoubtedly one of the most popular social media platforms. There are more than 800 million active users on Facebook worldwide, compared with 135 million on LinkedIn and 100 million on Twitter.
Facebook Pages allow businesses and organizations to create an effective online presence, which helps to build engaging and long lasting relationships. When potential candidates research an employer and find their Facebook Page full of comments, conversations and personal interactions, they will see it as a reflection of your company’s brand and employee experience.
Employers like that you are able to upload posts, download social recruitment apps like Jobcast, and manage additional content – all free of cost. With a Facebook plan in place, you have the ability to reach prospective clients and interact with them, all for free.
It’s full of action
Recruiters believe that candidates do not actively update their LinkedIn profiles, whereas they are quite active on Facebook. Therefore, it makes sense to connect with candidates where they already hang out online!
Easy to integrate
When it comes to website integration, it is easy to add Facebook feeds and the Like button to your company’s website.
Integrated Applicant Tracking Systems
With Facebook apps like Jobcast, recruiters and employers are able track applicants through an integrated applicant tracking system (ATS). You can rate, review and scan through applications all while on Facebook.
These are just some of the many reasons why it is important to develop a Facebook recruitment strategy. Please feel free to share your comments below on why you think it is important to use Facebook for recruiting and remember to check out our Facebook recruiting app here.Read More
“The days of printing out a stack of resumés and handing them out at job fairs are definitely over.”
According to an infograph by MBAonline.com, over half of jobs seekers from a recent US poll looked for career opportunities on Facebook. That’s surprising considering that only 26% looked on Linkedin and 25% on Twitter.
Utilizing social media platforms for recruiting is certainly on the rise. According to the study, 16% of employees that were surveyed found their job via a social network, which increased by 5% from 2010.
The infograph below gathered data from CNN, LinkedIn along with other resources to compile a snapshot of what the modern job seeker looks like. Have a read-through for some interesting insights on how social media has truly impacted the job search.
How is your company utilizing social media for recruiting? Have a look at Jobcast, our Facebook recruiting app. It can help you attract the ideal candidates for your company’s current and future career openings through social media!Read More
Convinced that leveraging Facebook to engage with potential candidates is right for your company? Consider creating a strategy to ensure you are getting the most out of your time and financial commitment. Consider this 5 step approach:
Objective. What is the purpose of your account and/or Like page? Is it to build brand awareness, enhance your employer brand, establish leads to build an email list, drive traffic to your recruitment page, engage your community or a combination of the above? Perhaps you are looking to leverage your solid consumer brand reputation to drive candidate flow. Determining whether you will host a combined or separate recruitment and marketing page will be your first step.
Design your social media strategy. Will you use Facebook as a stand-alone marketing and candidate generation tool or integrate with other sites such as LinkedIn, Twitter, YouTube or a company blog or website? Will you cross-populate content and followers to increase your overall employer and company brand reputation? Creating a targeted and measurable plan will help you derive value from Facebook while also ensuring return on your financial and time investment.
Determine your content. Develop a plan for publishing content, including updates, photos, videos and links. Consider creating a matrix to determine what content will be fed to which site to get the right messages to your followers. Using a platform such as Tweetdeck or HootSuite will allow you to schedule your content and send out automatically. For recruitment, consider posting information about current job opportunities, promotions in the firm, company activities and team building events, videos, even employee testimonials.
Plan to promote. As discussed above, consider ways to promote your social media accounts. This may be through paid Facebook advertising or promotion on your website, blog, other social media sites, direct marketing literature, groups, updates etc. By integrating your online and offline communications programs, you’ll reach a larger audience and cross-promote your marketing and recruitment messages.
Aim to convert. While it is great to have large numbers of followers, it it inconsequential if they don’t convert into job applications. Build your community by providing timely and relevant content, while also engaging in dialogue. Social media is about two way communication, not just feeding followers content.
These are just a few suggestions to get you started. Once you’re using Facebook for recruitment on a regular basis, you’ll gain a better understanding of which methods are best for your market. Now that you’re armed with some basic concepts on Facebook strategy, why not get started today? To install our Facebook recruitment app, click here.Read More
Creating a Facebook Page or ‘Like’ page is easy. With 700 million registered users, having a Like page will allow you to connect with potential candidates or consumers while building your corporate and employer brand reputation. There is no limit to the number of Like pages available to an account, so it is important to consider whether you will manage separate accounts for marketing and recruitment functions, and also who will manage them. The rise of social media has created overlap between the communications and human resources departments, so determining who is responsible at the onset will help establish spheres of influence from the get go. In setting up your Facebook page, there are a few things to remember:
Content is public. All Like pages are public, so people can view your page even if they are not logged into Facebook. Additionally, content posted on the page gets indexed on Google, so individuals can find your company even if they are not users of the site.
Content can be segmented. Looking to engage with a specific country, city or language group? Your posts can be customized and segmented by location and language, resulting in targeted, specific messaging.
Share the work. You are able to add additional administrators to your page. Keep in mind, however, that everyone will have the same rights to the page, including adding or removing other admins, so choose wisely!
Add content. Think of applications you may include on your page including videos, rich text, graphics, opt-in box, job postings, links etc. Get creative and check out some of the third party applications, like Jobcast to make your page stand out from the crowd.
Promote. Use Facebook adverts to promote your Like page to individuals, segmenting by location, age or interests. You can test different image and text based adverts to see what works and manage your budget through cost-per-click (CPC) and cost-per-impression (CPM) based pricing.
Ready to get started? Visit www.facebook.com/pages and look for the “Create Page” in the right hand side to set up your Facebook Page.