Social media platforms have over 3 billion users worldwide. With these growing numbers, it’s no surprise businesses take advantage of social media recruiting to hire new talent.
Posting open positions on job boards is a great approach to attract local job seekers. However, social media platforms have grown in popularity, and they broaden your range of candidates.
At Jobvite, we work with businesses across the world helping them to attract and nurture top talent. As a leader in our industry, we’re experienced in posting job openings on social media platforms.
To help you get started, here are our top five tips for advertising job openings on social media.
1) Design a job description with purpose and stay on brand
One of the best things you can do for your business when creating a job posting is to stay on brand. Your ad represents your employer brand and company culture. Attracting potential applicants with your job posting is easier when the job sells itself.
Before posting your ad, work with your PR and HR teams and determine the best aspects of your business. Highlight these qualities when you post on a networking site.
As you craft ads for other roles or social media platforms, stick to the initial outline you developed for your business’ voice. This voice should be reflected back at you in each job ad you write.
Staying on brand is important because a potential candidate could see more than one of your job ads. If they feel that one ad differs too much from the other in tone and message, they may feel like your brand is inconsistent.
2) Write social media job ads like you’re talking in person
Rather than trying to create a witty and verbose job ad, focus on personalizing your message. One of the great things about social media is you get to see people living their lives. From photos of relatives to shared office memes to video chats, social media accounts let us come together across the globe.
As you post your social media ad, think about the person you’re speaking to, rather than the job you’re posting. Consider things like:
- Who is my ideal candidate?
- What interests might they have outside of work?
- What would I want to see in this ad?
- Am I using language I would use if I were speaking to someone in my office?
The more humanized your ad is, the more likely you are to attract candidates with real interest and a genuine passion for the role. Plus, you might get lucky and find a candidate you connect with and enjoy talking to. This makes developing a working relationship much easier later.
3) Sponsor your role-related job ads on the social networks
While there are plenty of users on social media every day, that doesn’t mean your job ad will be noticed by everybody. There are algorithms at work in every search engine and social media platform. These algorithms determine where your ads appear and to whom.
One way you can increase your visibility on social media job posts is by sponsoring your ad. Sponsorship means paying for your ad to reach more potential candidates online.
According to LinkedIn your brand is 4.5 times more likely to be noticed by candidates when you sponsor your job ad. Sponsorship entails:
- Signing up for LinkedIn
- Posting a job ad
- Selecting “sponsor job ad”
- Targeting your ad
- Choosing your budget
From here, you can decide to optimize your ad by measuring data as the ad is clicked, shared, liked, or commented upon. You can also create sponsored job ads on other social media platforms as well, including Facebook, Twitter, and TikTok It may take a few tries to get the hang of job ad sponsorship, but there are plenty of tutorials online to help.
4) Use recruiting analytics to monitor your ad performance
One challenge with posting ads on job sites is monitoring their success and determining the next tactic to take. Recruiting software can help you attract job seekers and nurture new talent and monitor how well your efforts are going online.
This is a particularly useful tool if your social media hiring team is getting distracted by analytics. Delegating some of the workload to a dedicated recruiting app unburdens your recruiters and lets them do what they do best.
Delegating analytics report tracking and ad monitoring through one app also puts all the information you need in one place. This saves energy bouncing between platforms trying to find the data you need as you plan your next campaign.
5) Choose the right platform for your brand
Not every business can pull off a job ad on TikTok, but it happens. When you decide to recruit with social media, you also need to decide on the best avenues to pursue.
While there are free job posting options through social media, you don’t want to spend precious time developing, monitoring, and sponsoring ads that aren’t working.
LinkedIn is a great place to start job advertising for most business types.
The highly popular career-centric platform is dedicated to careers and business networking, which allows all types of businesses to coexist and mingle. Whether you run a law office, dental practice, party store, or dance club, advertising on LinkedIn can be quite beneficial.
For more relaxed job postings, Facebook is another great option. Facebook is still one of the most popular social media platforms in the world, with more than 2.9 billion users. This opens doors to you that may not be available on other platforms. top talent and keeping them satisfied in their roles.
Amplify your enterprise’s recruitment marketing efforts by leveraging the targeted candidate engagement tools built into Jobvite’s ATS. Schedule a demo to learn more today.