According to research, most companies use social media platforms like LinkedIn, Facebook, and Twitter to conduct job recruitment’s. Recruiting the perfect candidate for your company is a crucial step to your company’s success. There are many methods you can use to find the right candidate and social media should be at the top of your list. With an increase in social media use, most recruiters are using social media to find the best candidates for different job positions.

Through social media, you’re able to go through the potential candidate’s profile to see his/her interests, personal life, goals, and views. This screening process will help you select those who are suitable and reject those who don’t fit the job according to their personal interests and traits.

Here are some of the benefits social media offers by recruiting online. But, if you want to learn more, you can check out 

  • Reduces costs

Compared to other traditional means of job advertising, hiring through social media platforms costs much less. In fact, all you need to attract the right candidates is an account and a profile. LinkedIn is one of the most widely used social media platform that uses paid advertising to recruit candidates. Posting in your company’s Facebook page or Facebook groups will cost you nothing. This saves your company costs incurred from advertising on job boards, agencies, and referrals.

  • Wider Reach

Millions of people around the world use social media every day for both business and personal use. So everything you post on social media is read by millions of people daily. When you follow the right process when posting a job vacancy on social media, it will reach many people which helps you to choose the right candidate.

  • Reach passive candidates

Passive candidates are employed and not actively looking for a job but might consider changing jobs if there is an interesting job posted online. This group of candidates isn’t desperate or willing to accept any job and you won’t find them looking or interviewing for other posts. LinkedIn is a suitable social media platform to find and contact these candidates. You can also use Facebook, Twitter, or Instagram to post your open positions and even network with other professionals. However, to make easier it would be better if you researched which media platforms your target demographic frequently visits so that you narrow down your efforts.

  • Increase traffic and establish credibility

By regularly posting your company content on your social media page, you help to showcase the company’s culture and values and you’re able to paint a picture in the reader’s mind of what it’s like to work in your company and what makes it unique. You can post photos of your company training or team-building activities, volunteer work or social media mentions. Every time you post something it creates traffic to your media page and you can also use auto likes on Instagram to increase traffic with every like on your posts. Even if not many people aren’t selected for the job post, they will still visit to check on future postings.

  • Quick response

Information travels very fast online and social media posts get immediate responses because of the ‘share’ button. Sharing a post increases its reach which makes it available to be read by a wider audience. This increases the probability of getting an immediate response saving on time. Your employees can also circulate the job posting through various sites to make it easier to get a quick response. It becomes easier and less formal when you interact with a potential candidate which makes it faster to fill a job vacancy lowering the time you take to hire.

  • Increase referrals

Your employees can post the job vacancies on their professional and personal social media accounts and even offers a reward to the employee who finds the right candidate. This will help you because you’ll have a wider reach because your employees have friends who aren’t connected to your company. The referrals will most like attract like minded people like your employees who can fit well into your company’s culture and your employees will screen the responses to make sure they don’t recommend anyone whom they don’t believe suits the job position. You can even ask your family and friends to post a job advert for you. This is a very effective method of spreading the word about your new job vacancies.

  • Candidate screening

Many companies nowadays are using social media to check on the candidate’s background. This information will help you to be effective when you start to shortlist your potential candidates. Once you receive a candidates CV you then need to do some background check on their social media account profiles. This way you’re able to make sure there is nothing wrong with a candidate and you can easily reject the candidates that have questionable profiles. However, not all profiles you see accurately reflect on the professional behavior of a candidate so don’t make your assessment on the bases of a candidate’s profile picture. However, most candidates are aware that recruiters tend to check on a candidate’s social media profiles so they make sure they’re clean and don’t contain any misleading information.

  • Attracts modern minds

As a company, you need a tech-savvy candidate who is up to date with the latest online trends and technology. You will expect them to be using most of the social media platforms and you can check their online presence and how effective they use social media sites. If you’re looking for a creative mind you will be able to learn more about them and gauge their creativity, writing skills, and tone of voiceby the kinds of content they post on social media.

Social media recruitment is a process

For you to be successful, you need to build a network, constantly engage with your connections and followers, commit some time to research, and contact the right candidate. Social media is a great recruiting tool which can be very effective if used properly. Recruitment is all about getting the right candidate and social media provides a ready-made pool of potential talent.