Recruitment agencies – how to avoid social recruiting mistakes

Some recruitment agencies get ahead of themselves, get intimidated or simply overwhelmed with the volume of wrong job seekers when it comes advertising labour hire jobs on social media. So this month we thought we would get back to social media recruitment  basics: Successful social media recruiting takes planning and time.  So let’s get started!

Here’s a look at five common social recruiting mistakes:

1.)  Underplay Your Career Page

The No. 1 destination for job seekers should be your website’s career page. If your company were a department store, the career page would be the main display that entices shoppers (job seekers) to step inside. Channels such as LinkedIn, Twitter, and Facebook come second to your career page, because it’s the single best place to share what your brand is all about.

2.)  Neglect Your Employment Brand

The highest level of social recruiting is employment brand. Your brand appeals to more than job seekers; it tells the world your purpose and how you do business. The best way to express your brand is through shareable content: employee stories, video testimonials, event photos, and social responsibility efforts. Authentic content begs for interaction on social platforms.

3.)  Fail to have a dedicated social manager 

Without a person dedicated to social media  or someone to consistently monitor and response to queries and posts, Job seekers need to be treated as customers. A dedicated social manager can keep interaction consistent and customer service flowing.

4.)  Jump into Social Recruiting without a Strategy

Many organisations jump on the next hot social platform because they fear getting left behind. But the first step to social recruiting success actually is: slow down! Conduct a social media audit and develop an action plan. Get a committed social manager, set a content calendar, and watch your audience. Work your plan now for decision-making data later.

5.)  Forget to Measure Activity

With hope, you’ve got an action plan (see No. 4) that guides social recruiting efforts. But if you don’t have measurements for your activity, you don’t know if you’re going forward. Ensure you are getting ROI (Return on investment).  The four key metrics are:

Reach: audience members who want your messages

Engagement: audience interactions

Amplification: audience sharing with others

Conversion: completing a desired action (in the case of social recruiting, making a hire)

The short story is your brand is the backbone of social recruiting. A strong brand and lively online presence draw in exceptional candidates. Let your culture shine through in social recruiting to attract vibrant, like-minded talent.

If your looking for Melbourne Labour hire company that implements all these new recruitment techniques give First Personnel a call.  They use all a combination of both modern and old recruitment techniques to source the best candidates. With Social Media & Networking becoming one of the fastest growing recruitment tools to be exploited, you can be assured that First Personnel is taking advantage of it! You can find us on Facebook, Twitter and LinkedIn.