Companies use LinkedIn and other third-party recruiting platforms to advertise open positions and gather information about potential candidates. Some companies are not using Facebook for recruiting, which may be a huge mistake to allow their competitors to fully occupy the space on a site with nearly 3 billion users.
It is not a secret that recruiters use social networks to find job seekers with specific knowledge or experience in required areas of expertise. Nowadays, most people use several networking sites at once: they choose what information to share on each one of them and customize their privacy settings accordingly. This means that users can control which group of friends see their statuses, pictures, and comments; it’s up to them whether to post some data publicly or not.
Being such a widespread phenomenon, Facebook may provide businesses with an opportunity to reach out to new candidates and grow their online community and talent pool.
Changes in Facebook’s use over the years have led to an increase in the number of job postings on this platform. People use social networks to find job seekers with specific knowledge or experience in required areas of expertise. Nowadays, most people use several networking sites at once: they choose what information to share on each one of them and customize their privacy settings accordingly. This means that users can control which group of friends see their statuses, pictures, and comments; it’s up to them whether to post some data publicly or not.
Being such a widespread phenomenon, Facebook may provide businesses with an opportunity to reach out to new candidates and grow their online community and talent pool.
Any company can use Facebook to recruit talent, whether a small startup or an already established corporation with hundreds of employees. The benefits for both sides are obvious: businesses save time and money by reaching out to relevant candidates through social media, while users have an opportunity to learn more about the organization before applying there.
To use Facebook as a recruiting tool, companies should first determine which kind of people they seek. This means that managers need to define each position’s requirements to narrow down who should be considered among those interested. It has been statistically proven that targeting specific groups results in much higher conversion than blindly sending requests to everyone available.
Once the audience has been defined, cater content to attract their attention. Please don’t put out content that you think they will like. Instead, reverse engineer it so that you are thinking of your target audience. Then, put the content focus on what your target audience is looking for – use the 80/20 rule. Which states that 80% of your social media posts should inform, educate, and entertain your audience, while only 20% should directly promote your business.
Use Facebook to build relationships with potential hires by giving them something of value first, making them more inclined to want to become part of your team. This can be achieved by sharing industry-relevant articles and job postings directly onto their wall (with their permission). These posts should not only focus on your open positions but also show interest in their career development.
Facebook enables companies an opportunity to showcase a day and the life of working there. Brands can use the site’s massive audience to make their business stand out from competitors. Use Facebook posts to put your company’s best foot forward online and showcase your company’s excellent work culture. Remember, FOMO (fear of missing out) is still one of the best strategies to use your posts to get candidates wondering what they are missing out on by not working for you!
To help ensure your posts are being seen by your target audience beyond those following your page, you can use Facebook ads to target individuals based on data points such as job role, seniority, location, school attended, or related keywords. Using ads in this way means your posts will go to those that already know about you and follow your page and reach a larger audience that may be interested in what you have to offer career-wise.
In 2022 and beyond, recruiting will continue to use all possible outlets, including social media sites such as Facebook. In the future, Facebook plans to use Artificial Intelligence (AI) to make their site more user-friendly by suggesting relevant content for users based on their interests and habits.
This means recruiting via Facebook becomes even more efficient as companies can use AI to find viable candidates faster. This is because AI collects data from users’ activities on the site, whether they are job seekers or job advertisers, then uses this information to predict which ads might interest them most within specific demographics or industries.
As of 2015, most companies use their company career page for open advertising positions they are looking to fill. In addition, they use the keywords above as part of their job titles and descriptions to attract more leads through the use of social media sites like Facebook.
To see success using Facebook’s recruiting tools like brilliant ads requires good use of keywords within the status updates that users post on their feed. By including these words, it helps you reach out to users who may be interested in your job posting or even want more information about what they do without actually having to look them up themselves which
Whether you’re an early-stage startup or an established company, Facebook should be a part of your company’s recruitment strategy this year, next year, and well beyond. We hope these tips will help you give you a roadmap.
