Social recruiting works best when you back it up with content. It’s awesome to post open positions to your recruiting channels, but this approach won’t keep candidates engaged while they’re waiting for the right role to come up.
Here are are a few types of recruiting content to get you started:
The No.1 thing a job applicant will look at is the employer itself. Make sure you provide adequate content that describes what your company actually does and who you are. According to TMP Worldwide, you should focus on this content most frequently. There are a number of ideas that fall under this broader category:
- News: Keep potential candidates updated about what’s going on in your world. Are you attending conferences? Releasing new products? This type of content lets them know that you’re always up to something new.
- Success stories: Share a few tales of triumph. Did you pull together a project in a time span that seemed impossible, or simply knock your clients’ socks off with your work? Show off your successes.
- Industry trends: What are the hot trends and buzzwords in your industry? Show job seekers your business knows its stuff.
- Client profiles: Give job seekers some insight into who they’ll be working for. This is the time to pull out prominent names if you’ve got them. If not, highlight some clients you’ve done great work for, or enjoyed working with, Sirona Consulting suggested.
Sure, some locations are more attractive than others, but every place has something going for it. Give potential employees the lay of the land.
- Office tour: Not everyone has Google’s offices, but most office environments have something unique to show off. Show job seekers around with a virtual tour.
- Transportation: Is it easy to get there? Provide transportation and parking information. Do a lot of your employees bike? That would also be a cool aspect to highlight.
- Geography: Go outside the office. What’s attractive about your neighborhood or city? What kind of recreational activities is your region famous for? Maybe it’s skiing, going to the beach or seeing theater. Give job seekers some insight into what they will be doing when they’re not working.
Yes, you should share some informative content about the job openings themselves, but be sure to make it engaging, as well.
- Specific position profiles: When you have a new position open, don’t just send out a job post. Write a blog about what the position entails.
- Day in the life: They may have read a few job descriptions, but what does it actually feel like to work at your company? Take them through an average day in a specific job position to give them a better idea.
After becoming acquainted with your company, job seekers want to know if working with you will be a rewarding experience. For this, share some content that demonstrates people enjoy working with you.
- Team outings: Document your staff appreciation events or other team outings. Show potential applicants that your brand isn’t about all work and no play. Take photos of holiday parties, group volunteering and other fun events.
- Anniversaries: See who’s having an anniversary at your work. How long have they been with you? What have they accomplished? Applicants want to know they have a future in the company and if there is room for growth.
- Coworkers: Interview members of your team and show their personality, not just their work competencies. Having cool people around is important to most job seekers.
Great content fuels social recruiting efforts and gives candidates more insight to mull over in their decision-making process. Creating a wide variety of content provides more opportunities to find the right candidates.
For more social recruiting insights and best practices, check out the upcoming “Debunking the Social Recruiting Buzz — Tips & Guidelines” webinar on June 17 at 11 a.m. PST!
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