Using Social Media to Recruit B2B Employees
The good news is yes. Social networking can be a useful tool in finding new employees, especially if you know how to do it right. Below, we’ll take a look at some of the benefits of using social media to recruit B2B employees, as well as some helpful tips for getting started!
Benefits of Using Social Media for Recruitment
If you’re going to use social networks to help with staff recruiting, you want to know why you should. Here are a few of the most important benefits:
Through social media, even a small company can build a big presence. On outlets like Facebook or Twitter, it’s easy to add new connections and expand your network. But engaging with others on social media does more than up your social presence—it builds authentic relationships. Whether your company sells commercial cleaning products or high-tech machinery, relationships are the foundation of growth.
With a large network, you have a ready stream to post open jobs, whether on Facebook or Twitter or LinkedIn. Even if your immediate connections aren’t potential hires, they might know someone who is. Your contacts can pass opportunities onto their contacts and so on, exponentially expanding your efforts.
On a network like LinkedIn, which is catered to professionals, you can easily use Advanced Search to find candidates who meet certain criteria you type in. Then, it’s easy to send them InMails with invitations to apply for your openings.
Further Research Potential
After getting someone’s resume, looking them up on LinkedIn provides a fuller picture of their qualifications, as well as recommendations, if any. You may find you have mutual connections or that a former boss declared a public endorsement. Likewise, Twitter may be helpful in rounding out the perceptions that simple cover letters and resumes provide.
Tips for Using Social Media
If you’re going to use social networks to find new hires, what do you need to know? Here are some important tips to keep in mind:
Think Networks, Not Just Recruits
Social media’s greatest power is its networks. Build yours to create a pool of people you can reach out to with recruiting needs. Even if some of your connections aren’t future applicants, they might know people who could be.
Avoid Jargon, Be Honest
Today’s candidates appreciate personal connection. They don’t want to feel like you’re selling to them or marketing positions. So don’t add connections on LinkedIn or Twitter just to up your numbers; look to build authentic relationships. Likewise, be honest about what sort of candidate you’re looking for when you’re recruiting, and your contacts will be more likely to help.
The best results from social media come from active use—and that takes time. Being prepared for this means setting aside dedicated time to use social networks. Plan how and when you will update and engage with other users.
Today’s employees expect you to check them out on social networks, and with good reason. Someone’s Facebook or Twitter profile provides a fuller picture of their interests, communication style, integrity and more. So do your homework on potential hires before making any offers—and yet use caution. While checking professional profiles on LinkedIn is safe, observing Facebook information like religion or sexual orientation can blur the line between screening and discrimination. For these reasons, according to a Fox Business News article earlier this year, “Viewing someone’s Facebook account before making a hiring decision could pose a risk of lawsuits.”
Use Different Channels
To make the most of social media, don’t use only one network. Combine channels and be strategic—which networks will best reflect your company culture? Across all mediums, make sure you’re communicating a clear and consistent message.
Be Easy to Reach
This one’s important: Keep your profiles up to date and don’t hide your contact details. Make it easy for prospects to reach out to you so they can either apply for jobs or make referrals.
What do you think? Could social media boost your recruiting efforts and help you locate quality talent? If so, what are you waiting for?