Social media recruiting has seen some dramatic changes in recent years. In just the last few years alone we’ve seen companies embracing things like Pinterest and Snapchat for their branding and we’ve seen Linkedin engagement drop to a new all-time low.
Facebook has declared their intent to step into the recruiting foray with their company page job tag and Google announced their Cloud Jobs API. These are things that most companies didn’t see coming.
2016 and 2017 were two years that shook up social media marketing and recruiting. It’s been a real challenge to make sense of social media marketing, social media recruiting and to determine where it is best to spend your recruiting money in the coming months and the new year.
Here are two key trends that will continue in the last couple of months of 2017 and will likely stay and build in 2018.
Recruiting is becoming more transparent by the day. Make your company more transparent too. Just as you can go and look up things about your candidates on social media, so too can your clients and candidates. The prospective client is quite likely looking at everything about you and your company and searching you on Google or Bing long before they apply to you. In just the past five years alone social media for companies has come a long way.
Most of us didn’t know how many opportunities were out there and we were not aware of how poorly a company treated their employees. Today we are able to know those things and that means that companies must be far more transparent than ever before.
Know Your social media reputation. A fast search for good jobs in London or Nottingham can garner a lot of information about those jobs, but more, it can glean a great deal of information for the candidate about how well or how poorly the company treats those who work for it.
Sites like Glassdoor allow people to leave reviews of the company as well as their experience with it and that means that it behooves all of us to behave in a way that our employees have very little to say that is negative. There may always be the disgruntled employee but when it becomes consistent that people simply won’t engage with your company. Make it a point to get out on social media and become more transparent about your company and your workers. Keep track of your reviews and work to ensure that they are more positive than negative. What kind of reviews do you currently have? Would you consider working for your company if you were not employed there?
Take stock of where you are in your social media marketing and social media recruiting and work hard to correct any flaws that you may find in order to attract the best and brightest of those who are seeking a job.
Central London (WFH), to £300 p/d. Initial contract 3mth expected to roll.
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