It is obvious that social media is an important tool for job seekers, and as a recruiter, it is also important for you. Social media provides an excellent platform for reaching passive candidates as well. However, it also brings along risks. Below, we have compiled the five biggest mistakes that a recruiter should avoid when using social media.
1. You make decisions based on job seekers social media profiles
The most obvious mistake is to make hasty conclusions about an applicant based on their presence on social media. According to a study by Undercover Recruiter, a staggering 93 percent of interviewed hiring managers look through applicants' social media profiles. Furthermore, 55 percent stated that their findings have influenced their hiring decisions.
You yourself might also be sceptical about the content of an applicant's profile. However, it's important to keep in mind that people nowadays have very different views on what kind of information can and should be shared online. Especially younger individuals value openness and transparency, even on social media. The suitability of an applicant for a position cannot necessarily be evaluated based on their social media presence. Ultimately, prejudices are harmful to both parties involved.
2. You are using generic email drafts
We often underestimate applicants' ability to recognize generic mass messages from personal ones. Therefore, when reaching out to potential candidates on social media, it's important not to use the same old message templates. Instead, make use of the information available in the person's profile and craft a more personalized message. By doing so, you can create a good first impression.
3. You miss out on passive applicants
For some applicants, networking and contacting recruiters on social media come naturally, while others take a more reserved approach. Such candidates often don't immediately send an application upon hearing about an interesting job opportunity. Instead, they first gather information about the company, for example, through its website. Passive candidates often need more time to warm up. To reach out to them...
- Utilize a combination of multiple social media recruitment channels. Employing several platforms and maintaining a consistent posting frequency increases the likelihood of your company leaving a lasting impression on potential candidates.
- Don't overly focus on minor details, such as whether an applicant's LinkedIn profile is perfectly optimized and updated in every aspect. The person can still be a viable candidate worth considering.
4. Perfection is required from the applicant, although there is room for improvement in your own profile
Recruitment is a two-way street. It is essential to ensure that your company's own profile is up to date and presents an active and approachable image. Inbound recruitment is a buzzword in today's recruiting world. Its purpose is to make your company so appealing as an employer that it attracts candidates to approach you. To facilitate taking the first step, consider publishing articles about your company culture or sharing job openings openly.
5. You are taking shortcuts measuring results
It is important to avoid taking shortcuts when measuring the results of your social media efforts. Instead, take the time to establish a comprehensive and accurate evaluation process. Measuring social media presence and the results it generates is often overlooked. Here are some key considerations to keep in mind. Correct this situation by selecting a few key performance indicators (KPIs) that you actively monitor:
- Engagement: Analyse how the number of followers, comments, shares, and likes changes. Measuring engagement helps understand which content generates the most interest in your company.
Traffic to career pages: Determine which social media recruitment channels generate the most traffic to your career pages. - Source of hires: It is highly valuable to see from which channels the hired candidates were discovered. Having this information makes it easier to decide where to invest in the future.
