On LinkedIn, going the extra mile when it comes to standing out as a stellar employer with great opportunities will make all the difference. Additionally, you may want to consider optimizing your job descriptions to catch attention and engage users on LinkedIn. The pool of potential candidates is enormous, but the saturation of recruiters makes the platform competitive when vying for specific skill sets.ĭeveloping a strong employer brand, both on and off LinkedIn, is an excellent way of standing out of the crowd when it comes to beating the competition here. Since then, LinkedIn’s popularity, particularly among talent sourcing professionals, has only grown alongside social recruiting. A LinkedIn Recruiter account will cost $8,999/year ($825/month), and for those without that in their budget, there’s LinkedIn Recruiter Lite, which will set you back about $119.99 per month.Ĭonsider that even back in 2015, 92% of recruiters used LinkedIn. Recruiters attempting to contact or mass add prospective candidates are quickly pointed in the direction of a LinkedIn Recruiter Account (or promptly cut off from requesting any additional contacts). LinkedIn has been able to move beyond being just a souped-up job board to a real social platform.īecause of the sheer number and breadth of both active job seekers and passive professionals that engage on the platform, LinkedIn is far from a free resource. But more than that, it has become a platform that attracts both active and passive candidates as they promote engagement with brands, current colleagues, and former employees. LinkedIn is a living database, continually updated by users themselves. LinkedIn is hands down the most relevant platform to begin sourcing for pretty much every and any role you may need to fill- from the generalist, graduate roles to ultra-niche rocket-scientist-level vacancies. It wouldn’t be right to start a guide to social sourcing channels without mentioning first LinkedIn. Recruiter accounts range from $120 to $825/month ($2.4k to $9k/year).Ideally placed for graduates, professionals, and upward.Organically expanding and continually updating.Possibly the biggest platform of its kind.So, to our mixture of paid and free social recruiting platforms-let’s dig in. We will provide a comprehensive overview of social channels to tap into (including some not so obvious ones!), what kind of candidates they’re ideal for, and provide some engagement tips to achieve the best results in the least amount of time. and building an employer brand or becoming known in your target market.ĭespite the popularity of social recruiting, it’s not always clear where to reach the most people (mainly if you’re looking for a particular kind of person) and how to engage appropriately on different platforms.cost-effective (and sometimes free) job posting.connecting and engaging with prospective candidates.excellent for reaching specialists and niche candidates.a great way of expanding your reach to passive candidates.Social recruiting or social media recruiting has become particularly popular as it’s: Social media has quickly become ubiquitous, and given the average time spent across platforms, it’s easy to see the value of tapping into a captive audience. In 2020, globally, people spent an average of 2 hours 24 minutes per day over an average of 8 social media networks. Relevant: Building a company culture with social media It involves not only posting jobs but also engaging with prospective candidates and building an employer brand on these platforms. Social recruiting is the process of attracting active and passive candidates through any social media platform. However, despite its central status, many recruiters struggle to manage their time over so many potential social media recruiting platforms.Īs the social space becomes more competitive for recruiters, both sourcers and recruiters will need to learn how to select the right channels for their business and optimize their time spent on these platforms. Social recruitment, also known as social recruiting, social hiring, or social sourcing, is now one of the first and most popular tactics in any recruiter or sourcer’s recruitment toolbelt.
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