But they are on social media (like we already said, pretty much everyone is). Passive candidates aren’t on job boards–after all, they’re not looking for a job.Social recruiting is one of the most effective ways to reach passive and high-quality candidates, for two reasons:
Automated social media posting pro#
Pro 4: Greater ability to reach passive and high quality candidates more often With so many people spending so much time on social media daily, posting about your employer brand on social media boosts your brand awareness in a truly unique way, because you’re doing so at the place candidates frequent most.Īnd, because automated social media allows you to increase your reach, get your employer brand before candidates, and raise your chances of being noticed in far less time, you’re able to increase your brand awareness far more effectively, too. Social media in general is an excellent way to increase brand awareness. This one goes hand-in-hand with what we’ve stated above. To use CareerArc as an example, we help you exponentially grow your reach by auto-scheduling and auto-publishing your posts and employer brand campaigns across your platforms at a variety of times, effortlessly post to your connected employees’ and recruiters’ social media profiles, and automatically have every post optimized with the right job type, location, hashtags, keywords, images, CTAs, and job links (more on that later). With automated social media, you’re able to scale your reach with minimal effort. Employee advocacy allows you to reach a wider network than you’d otherwise have access to.īut all those tactics take time to do manually, and if you don’t have the time, you’ll lose out on the benefits they bring. Optimized hashtag usage allows you to reach candidates searching for topics like the ones you’re posting about. Frequently posting on a variety of topics increases your odds of standing out. Social media is all about reach, and there are many ways to grow that reach. Not sure what the benefits of social media recruiting at scale are? Keep reading the remaining pros to see: Pro 2: More effective reach For example, we found that our clients 949 hours a year on average.
Automated social media posting free#
Calculate it with our free time savings calculator here.)Īutomating your social recruiting strategy nets you the benefit of social recruiting at scale without the time costs. (Psst: Not sure how long social recruiting at scale would take you? You don’t need to guess.
But when you’re dealing with hundreds or thousands of jobs, the sheer labor it takes to manage social media recruiting at scale simply becomes untenable. If you’re a small company with only a handful of open jobs, you don’t need to make as many posts, so that time constraint might not be so bad. A single post takes at best 3-4 minutes to compose and ensure the right image, caption, hashtag, job link, and calls-to-action are included. One problem: that all takes a lot of time. Effective social media hiring means both job posts and employer brand content (like employee spotlights, DEI posts, culture posts, etc.) optimized according to social media best practices, posted at the frequency and scale needed to stand out on the company’s, employees’, and recruiters’ profiles. Our Future of Recruiting study revealed that though most employers are on social, they’re not doing social recruiting or (aka social media hiring) effectively. Automated social media recruiting: The pros and cons Pro 1: Time savedĮffective social media recruiting is social media recruiting done at scale. So let’s get into the pros and cons of social recruiting automation. Which begs the question: is automation the way to go? Like we outlined here, social media recruiting is better at reaching passive and higher quality candidates, reaches all generations and demographics in the workforce including millennials and Gen Z, reduces job board spend, leverages the network effect of social media to reach more candidates, builds brand awareness, and–because today’s candidates are anyway going to your social media accounts to research your employer brand–is basically essential, anyway.īut as anyone who’s tried manually building a social recruiting presence knows, it’s also time consuming. Curious about automated social media recruiting? See, it’s hard to overstate the advantages of social media recruiting.
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