3 Social Media Tips for B2B Recruiters

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Social media has been known to be an effective sales tool for many B2B companies. However, social media can also be an effective recruitment tool for B2B recruiters. In fact, 92 percent of job recruiters now use social media to find qualified candidates. According to Jobvite, this is the breakdown on the top social media sites used by recruiters:

  • Linkedin – 93%
  • Facebook – 66%
  • Twitter – 54%
  • Blogs – 21%
  • Google Plus – 20%
  • Youtube – 19%

But there is a right way and a wrong way to go about recruiting via social media. Here are three tips for HR recruiters of to filter out applicants and find the best candidates via social media:

1. Build Your Brand and Engage Your Audience

Once you have created your company’s account on social networks, you will then need to grow your presence and engage with your audience. You can do this by opening dialogue and listening to those that follow your brand. The bigger you grow company’s brand on social media platforms, the bigger your audience grows. And as your audience grows, so does the pool of qualified candidates. Being able to engage with your audience online will cut down the cost of hiring and recruiting immensely. With a big audience on your company’s social media sites, announcing a job opening is as easy as simply posting a link and broadcasting it to those that follow your brand.

2. Use Klout But Use with Caution

The use of Klout has been on the rise with recruiters as of late. For instance, Salesforce announced a job opening asking for applicants with a Klout score of 35 and above. So what exactly is Klout? It is a service that lets you see how much influence a person has across social media platforms. Using it as a recruitment tool will enable you to measure a candidate’s activity and influence on social media networks. However, you should be wary that measuring a candidate solely on their Klout score can be a big mistake. Klout has many drawbacks when it comes to recruiting. For instance, Klout scores influence on a linear scale. Thus someone with a score of 40 has much more influence than someone with a score of 20, according to Klout. This linear scoring system dramatically oversimplifies human and real world interaction. A celebrity with a Klout score of 90 doesn’t matter as much to you as an applicant with a Klout score of 30. Additionally Klout’s scoring algorithm is still largely a mystery and thus the way it measures influence is also a mystery. So as a recruiter, you should use Klout to further verify a candidate’s “clout” but you should never discount a candidate based solely on their score. Remember, someone with a higher Klout score doesn’t make that person a better candidate, it just means that the person has more social media “influence.”

3. Personalize Your Approach

Top talent in fields with high demand can afford to be picky with their job offers. The B2B industry is immensely short on talent as developers and tech-savvy applicants are in short supply. So in order to be successful in recruiting top talent, you have to be creative and personal. Being creative means discussing more than just salary or companies your brand has worked with. Being creative means showcasing company culture and other intangibles. Being personal means that you have to narrow down your recruitment efforts to a few highly qualified applicants. From there you can do research on all their online presence. This research will further help you narrow down your search and individualize your approach. For instance, if you look at a potential recruit’s blog and you notice they are a big Seattle Seahawks fan, you can individualize your approach by talking about the Seattle Seahawks season or talking about your company’s get-togethers every Sunday during football season to watch games. This personalize approach has shown to be extremely effective in recruiting top talent.

About the Author

Felix Tarcomnicu has 5 years of recruiting experience, including almost 2 years as a recruiting leader. He has recently started ResumeOk.com to help others learn how to write a professional CV. He has provided training and recruitment consulting services to many companies.

About B2B Insights Contributor

Contributors to B2B Insights are actively engaged in a B2B enterprise, or are experienced B2B writers. If you're interested in becoming a contributor, contact the editor.

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