The Best Social Media Recruiting Strategies

Hiring the right talent for open positions is one of the most important aspects of running a company. Most recruiters post new opportunities on job board sites. However, the best employees don’t use these sites frequently, but they are most likely to check social media multiple times a day, especially if they are tech-savvy millennial talent. 

In the Digital Age, operating a business comes with numerous challenges and opportunities. The rapidly evolving business environment is moving organizations away from traditional recruiting strategies, opening up new ways to make recruiting more efficient in terms of time and cost. 

If you want to take your recruiting efforts to the next level, add innovation and flexibility to your overall strategy. While tools like Applicant Tracking System have become essential to HR teams, you need to think beyond conventional means of acquiring and managing talent. 

An increasing number of businesses are now turning to social media to resolve their longstanding HR challenges. This guide will highlight the vitality of having a sound social recruiting strategy and how you can develop one to achieve your recruiting goals. 

Is social media recruiting effective?

People use social media to accomplish a variety of objectives, ranging from brand awareness to sales and advertising. The question is how social media can help you improve your recruiting efforts. 

Facebook and LinkedIn are two of the most powerful social platforms that offer unique features to make things easier for advertisers and recruiters. With over 1.62 billion daily users, Facebook surpasses Google in terms of site visits per day. As a business owner or recruiter, you can’t overlook the significance of social platforms like Facebook or Linkedin which have billions of users looking for all sorts of content from entertainment and product guides to job opportunities and news. Instagram is also a good platform if you want to add a fun element to your content. 

Your company may already have a presence on social media, but you need to come up with a more comprehensive and well-thought-out social strategy that covers the HR aspect of your business. 

As social usage continues to skyrocket, smart tactics can help you reach high-quality candidates faster and at a lower cost. Give yourself a competitive edge in finding and hiring the best candidate.

Before we move on to building a great social recruiting strategy, let’s take a look at some vital stats. 

social media

How to build a sound social media recruiting strategy

The following steps will help you devise an impeccable social recruiting strategy for your business. 

1. Create a candidate persona

Social media is a crowded world. Businesses often struggle to navigate through the noise and reach the right audience. To produce great results, you need to define and speak to the right people. It may take a bit of effort and time to tailor your strategy to the right talent pool. So, firstly, you need to establish candidate personas for the positions you want to fill. This will help you speak directly to your ideal candidates. 

There are several ways to research personas. For example, you can interview your current employees or conduct surveys to get insights into what makes a great employee at your organization. You can focus on your employees’ goals, interests, and pinpoints to draw a picture of your personas. You can also extract information from your ATS to build an even more accurate persona - Information such as employee performance, expectations, and skills required to be a successful employee at your company will be valuable. 

2. Connect with passive candidates 

Did you know 73% of candidates are passive jobseekers? 

The talent shortage is one of the biggest obstacles for recruiters. Since competition for talent is fierce, identifying and connecting with the right candidates can be challenging. However, social media can make things easier. You can target a specific group of people on social sites using advanced targeting features to reach hard-to-reach people. 

Starting a dialogue with potential candidates is an effective way to build relationships. When doing so, be real and say what you mean. Your potential candidates expect transparent and approachable communication no matter the platform. Hiding behind pseudonyms may lead to a trust deficit between you and your ideal candidates. 

3. Take advantage of advanced search features 

Social media networks like Facebook have made it easy for people to reach the right users with advanced targeting features. Regardless of which platform you want to focus on, be sure to understand your target demographics. Once you know who is engaging with your content, you can personalize your message and reach the right users at the right time. 

4. Engage staff to promote your employer brand 

The right social strategy focuses on maximizing reach and putting your brand in front of the right people. One way to implement a more targeted approach is to involve your current employees in the recruitment process. For instance, you can ask them to share a job posting on their social media profiles. This strategy can produce great results for your HR teams. 

Don’t forget to set guidelines before engaging your staff in the recruiting process. For example, how often should your people share corporate news? Who and how many people will be involved in the process? A lack of pre-defined processes may negatively impact your brand. 

5. Use hashtags 

Little efforts like the use of the right hashtags can go a long way. But it would help if you used hashtags in a strategic way. Understand the reach of your hashtags or how many people are using them. Your hashtags should target your key audience. Using a particular hashtag consistently can help you ensure your content is seen by relevant audiences. Your audience will start associating those specific hashtags with your company when done right. 

6. Measure your performance 

Social recruiting is meaningless if you’re not testing or tracking your results. While networking with candidates in your industry is crucial, take time to determine how effective social recruiting is for your business. Recruiters and marketers can choose from a variety of analytics tools to track their performance on various social sites. If you want to win the war for talent, make sure to use insights and data as one of your prime tools. 

Pro Tip: Use smart HR tools like Wiggli to streamline your recruiting process and gain valuable insights. The right mix of automation and social efforts can produce dramatic results. 

7. Use social media to verify candidate information 

Content posts of your potential candidates on social media can help you verify details that they mention on their resumes. The objective is not to discriminate candidates based on their religious views or social activities, but to find the right fit for your culture. Make your final recruiting decisions based on relevant assessments, tests, or skills. 

Recruiters understand how some job applicants exaggerate their education or prior job experience to get an edge. So, it would be a good idea to use social media to verify applicant information. 

8. Establish a brand image 

The internet is an incredible place where impressions matter. As a business or employer brand, you can’t afford to have a bad online reputation. What people are talking about your company? How do your past employees express their experience working with your company? Who is promoting or defaming your brand? Answer these questions before you use social media to build a brand image. 

Make sure to use social media networks to fix/improve your reputation. Continuously monitor what people say about your brand. Bad reviews from your past employees can seriously impact your reputation and ability to attract talent in the future. So, be sure to have control over how potential candidates perceive your organization. 

social media

Final thoughts 

Social media has developed into a powerful tool for recruiters and HR teams around the globe. It allows you to reach a pool of potential candidates that don’t take a traditional route to find new opportunities. 

If you want to uplevel your recruiting game, start working on relevant social channels. Use these tips and tactics to create a highly effective social recruiting strategy. 

ATS Software: The Ultimate Recruiting Tool

In the realm of talent acquisition, the process of recruiting new team members can be a formidable undertaking that consumes considerable time and resources. If you've been in charge of recruiting in the past, you're probably familiar with the challenges that come with it... The arduous tasks of posting job openings on various platforms, sifting through countless CVs, and managing candidate applications often prove monotonous and time-consuming, particularly when the process isn't automated. Thankfully, a transformative technological solution has emerged to alleviate these challenges: Applicant Tracking System (ATS) software, a tool proven to make recruiting easier.

The remarkable influence of ATS software is underscored by a study conducted by Capterra, an American company, which revealed that a staggering 75% of recruiters and talent acquisition managers use an ATS. Moreover, an impressive 94% of these professionals firmly believe that this software has had a positive impact on their recruitment processes.

This article explains in detail what is ATS software and how its utilization can significantly enhance the ease and effectiveness of your recruitment process.

What is ATS software?

The acronym ATS stands for Applicant Tracking System. It is software built to manage and streamline the application process also referred to as the "recruiting software."

This sophisticated computer program serves a dual purpose: empowering recruiters to organize successful recruitment campaigns while monitoring the progress of each stage in the process.

ATS software simplifies the task of selecting the most qualified individuals, by optimizing candidate searches.

It, simply, handles everything from publishing job posts to onboarding your new recruit; even automates certain time-consuming tasks. It's the go-to tool for successful recruitment!

There are two types of ATS software:

  1. Locally installed ATS: This variant is accessible through any connection to an organization's internal server.
  2. SaaS (Service as a Software) ATS: This cloud-based solution provides convenient accessibility from anywhere with an internet connection.

Most ATS software solutions operate under the SaaS model given the ease of access and versatility that come with it. Many of these solutions also offer mobile applications for smartphones and tablets, along with simplified update processes, further enhancing user experience.

Key Features of ATS Software

While each ATS solution may possess unique features, most share a core set of functionalities.

These include:

Moreover, many ATS solutions offer integrations with other digital services, such as messaging platforms, job boards, and electronic signature tools, amplifying efficiency and productivity throughout the day.

The Recruiter’s Tool for Productivity and Efficiency

An ATS represents far more than a mere CV management system. It serves as a steadfast companion, offering support at every stage of the recruitment process, and enhancing the overall performance.

Notable advantages of incorporating an ATS tool for recruitment include:

1) Optimized Recruitment

ATS will help you save time, by centralizing where and how you track your recruitment!

With just a few clicks, you can share job postings effortlessly across multiple platforms, eliminating the need for manual duplication.

Furthermore, ATS software simplifies candidate sourcing by presenting recruiters with top-tier profiles that align closely with their specific selection criteria. It can be configured to align with an organization's unique internal recruiting processes, placing technology at the service of the recruiter rather than vice versa.

To ensure that you never miss another perfect match, the sourcing platform Wiggli uses a targeted algorithm to pre-qualify the most competent candidates for your job openings.

2) A Strengthened Employer Brand

One of the most frustrating experiences for candidates is not receiving a response after submitting an application. While it is a common oversight, it can significantly impact a company's image.

72% of individuals who have had a poor candidate experience share it either online or through word-of-mouth, according to an infographic created by LaSuperAgence.

With ATS software's guaranteed and detailed status tracking, recruiters can ensure that every candidate is promptly informed of their application status.

This level of communication not only provides a positive candidate experience but also enhances the company's employer brand. Candidates who feel valued and informed are more likely to hold a positive perception of the organization. They will be more inclined to share their positive experiences with others.

It's a virtuous cycle of reputation enhancement.

3) Enhanced Decision-Making Processes

Recruiting often involves multiple stakeholders within a company. At times, it can be difficult to gather everyone's opinions and come to a decision. 

This is where ATS comes into play as a collaborative tool that facilitates communication among all parties in the recruitment process.

With ATS software, tracking and managing applications on an individual basis becomes effortless. Recruiters are better equipped to make decisions and the risk of information loss decreases.

4) Simplified Personal Data Management

In the era of data privacy regulations such as the General Data Protection Regulation (GDPR), recruiting companies face increased scrutiny regarding how candidate data is managed.

ATS software provides robust data security measures, ensuring secure user access to sensitive information while centralizing its storage and management in a single location.

This streamlined approach not only enhances practicality but also ensures compliance with data protection regulations.

ATS Solutions: Tailored Software for Every Organization

Once considered exclusive to large corporations and recruiting agencies, ATS solutions now cater to businesses of all sizes.

Most recruiting software plans charge a tailored fee depending on the number of users and the features you choose. This means you only pay for what you use! Regardless of your company's scale, a suitable ATS solution exists to address your recruitment challenges.

In summary, ATS software represents an essential tool for anyone involved in the recruitment process. By cutting down on time spent doing non-value-added administrative tasks, recruiters can focus on their core responsibilities.

Incorporating ATS programs along with successful recruiting campaigns can provide your company with a substantial competitive advantage.

Together, ATS programs and recruiting are a tried-and-true, winning pair in business!

10 Recruiting Tips for Hard-To-Fill Roles

We no longer live in an era where finding talent is easy. The days of posting a job, sifting through the applications, and making a quick hiring decision are long gone. Today, you can't just hope to hire the best talent. You get to work for it. And work hard. That's why we've got your back with some recruiting tips.

With the changing dynamics in the recruitment industry, the time to level up your recruitment plan is now. After all, recruiting employees is no cinch. In an era where everyone wants to hire the right candidates for their jobs, the competition in the HR world is fiercer than ever. When the going is already tough, how to find the perfect fit for some of the most challenging positions out there? 

In this article, we will share some useful tips to find the ideal candidate for hard-to-fill positions. But first, let's understand why are some roles tough to fill as compared to others.

Why are Some Roles Hard to Fill?

If you're serious about finding the right talent for your job, chances are you are keen to learn what makes a position difficult to fill. We can help you scratch the surface with some recruiting tips and insights sourced from the top industry research reports. 

Here are some common reasons why certain roles are difficult to fill:

While the reasons why a job can get hard to fill may be many, you can always turn the tables. All you need is the right knowledge. Read on to find out how you can hire top talent for the most difficult roles to fill. 

10 Recruiting Tips for Hard-To-Fill Roles 

Today's world offers an endless supply of talent, yet many HR professionals are still struggling to take advantage of that talent. It's time to think beyond the standard recruitment practices and start using the following recruiting tips to attract talent for hard-to-fill roles.

Here's what you can do to turn your recruitment challenges into opportunities: 

Find Loopholes To Eliminate Friction

At times your existing hiring process needs a careful review to find loopholes that may make hiring difficult for some roles. It could be a longer-than-usual waiting in between interview rounds. Or lack of the right information for the candidates. Collectively, these small loopholes make the job hiring a lot less smooth than it should be. So, steamroll hiring bottlenecks and expedite your recruitment process by giving it a major overhaul.

Create A Strategy

Once you have eliminated friction from your existing recruitment process, it's time for a revival. Create a strategic recruitment plan that focuses on your hiring goals. From the right job-posting platforms and active talent pipelines to the tools that make recruitment faster and more straightforward, there are several things you need to consider while finalizing a recruitment strategy. 

Build Your Social Media Presence

Armed with social media, organizations can hire people best suited for tough jobs. For example, by having a presence on platforms like LinkedIn, Twitter, and Instagram, and staying relevant with interesting job promotions on all these channels, you can attract and network with prospective candidates. Highlight your company's strengths on all these platforms and keep track of the key metrics that tell what works and what doesn't to improve candidate engagement

Need some inspiration to build your social media presence? What Accenture does here is solid gold. 

Check Accenture’s different social media profiles to find out why it’s the perfect example of impressive employer branding.

Focus On The Job Description

A job description is one of the most critical elements of a successful recruitment process. To ensure that potential candidates don't scroll past your job content, consider these recruiting tips in your description:

  1. Make it compelling
  2. Work with the hiring manager to understand the job's critical requirements, the experience, qualifications needed, and the benefits offered
  3. Use positive language in the description 
  4. Show the prospective candidates why your company is the employer of choice by including links to your social media pages

Lean Into Employee Referrals

Give your hiring process a positive push with employee referrals. By requesting your employees for candidate recommendations, you get an additional (and much-needed) tool to recruit for hard-to-fill roles. Thus, make employee referral campaigns a part of your recruitment strategy and nurture your connection with your employees. 

By making your employees your hiring buddies, you can quickly scale up your teams and bring in more qualified leads for potential employees. And it's a cost-saving tool too. Imagine not having to pay external recruiters to find the right fit for a job! Wonderful, isn’t it?

Elevate Your Employer Brand

Employees today need more than fat paychecks and lavish perks. They seek a culture that aligns with their values, lifestyles, and long-term goals. And as a brand, you ought to give it to them. 

Create a positive employer brand with growth and development opportunities, excellent online presence, social responsibility, and sustainability initiatives, and you are sure to attract candidates for those otherwise hard-to-fill roles. 

That's because when you work towards standing out in the recruitment landscape, you deliver impressions that you care for your existing and future workforce. And that, there, is a lead magnet for top talent.

Also, don't forget the importance of positive communication throughout the recruitment process. Each interaction that you make with a candidate should leave them with a positive outlook toward your brand, no matter the hiring decision.

Remember, candidates these days have the power of social media to bring any negative aspect of your organization into focus. And that's the last thing you would want while building a strong employer image to hire for hard-to-fill positions.

See how leading customer data platform Segment has built a strong employer brand with content that shows why it is a great place to work. 

Leverage Internal Mobility

Sometimes when hiring goes awry, it's time to pump the brakes and stop wandering. You may need to look within the organization to find what you have been searching in the outside world. 

When you take the internal hiring route, you find resources that are already well-acquainted with your corporate culture and the way your business works. 

Training and upskilling existing employees and preparing them to step up the ladder by taking up hard-to-fill roles is an efficient cornerstone for talent succession as well. 

Go For Interim Staffing

If internal hiring isn't working for you and finding the right candidate through external recruitment practices seems like a far cry, try interim staffing. One of the best reasons to go for temporary staffing is that it keeps the work going on till you find the ideal permanent employee for the role. It's also a fantastic tactic to test the waters and judge a candidate's caliber before making them permanent. 

Hiring a skilled interim employee is also an excellent decision when it comes to training new or existing employees so that they can take up that hard-to-fill role with greater confidence, knowledge, and skills.

Extend Your Talent Circles

Every company wants to win the war for talent. But only a few care to move beyond the traditional recruitment channels and extend their talent circles to achieve that goal. 

Build a constant pipeline of talent by exploring networking sites like LinkedIn and Facebook. Dig into web groups, forums, and related sources to find talent. 

Also, consider recruiting fresh talent to make the most of their out of box thinking and new ways of handling tough jobs. 

Analyse, Tweak, and Persist

While strategic thinking and branding can help your brand draw talent for hard-to-fill jobs, there's no substitute for continuous improvement. Monitor your process regularly to find bottlenecks and modify your strategy as per the changing scenarios. 

As Lawrence Bossidy said, "Nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies." 

Examine the changes needed, make them, and keep at it. It's the roadmap to setting benchmarks with realistic compensations and perks. And that’s what will take you toward the employees you need for hard-to-fill roles.

Build Your Talent Team Like a Pro 

The takeaway from all these recruiting tips? HR people need to go the extra mile to recruit for those hard-to-fill roles. After all, these are hard-to-fill jobs! So, you need to do more than you usually do to achieve hiring success with them.

Dive deeper into your processes to create a winning recruitment strategy for filling the most challenging jobs. Think creatively. Network more. Focus on building a brand. And leverage industry insights to hire like a pro. 

Feel free to reach out to Wiggli for an aide that can help you through the hiring process from start to finish and set yourself up for recruitment success.

Happy hiring!

Job Ads: The Art Of Writing Job Descriptions

Hiring the right individuals for in-demand positions is always a challenge. As entrepreneurs and recruiters, finding and attracting smart talent is crucial for running a successful business. Your job ads serve as the candidates' first impression of your company, making it essential to craft an engaging and effective job description.

To effectively face the talent shortage head-on, you need to optimize your online hiring processes and start using talent management tools to make your recruiting life easier. A robust HR tool will not only help you write spot-on recruitment ads but also streamline the entire recruiting process. In this post, we’ll explain how you can write killer recruitment ads while avoiding common mistakes. 

Best Practices for Writing Job Ads

Many companies miss out on potential talent due to inefficient hiring processes and poorly crafted job descriptions. Don't fall into this trap; optimize your job posts using the following best practices to attract highly skilled individuals.

Infuse a human touch into your ads

There's a significant difference between a generic job post and one that genuinely appeals to the right candidates. Robotic job descriptions repel talent, while well-crafted ones provide compelling reasons for job seekers to take an interest.

To write compelling recruitment ads, start by infusing a human voice into your writing. Unsure how to do this? The five essential components of a human-voiced job ad include a captivating hook, role description, salary range and benefits, logical progression, and a path to learn more.

Marketing your job is akin to marketing your products or services. Starting with a laundry list of requirements won't attract many applicants. Begin with a hook that gives readers a reason to keep reading.

Understand your target candidates

Successful brands deeply understand their audience before marketing their products or services. As an HR manager or business leader, it's crucial to understand the type of individuals who would be the right fit for your company.

Consider your current satisfied employees who have been with you for years. They provide a picture of your ideal candidates. The more you know about your audience, the better you can create compelling job ads.

Optimize job ad titles with keywords

When job seekers search for positions online, they use specific keywords or job titles. Your task is to learn which titles or keywords potential candidates are using in their job searches. Some recruiters strive for uniqueness by creating creative job titles, but this approach may not be beneficial for SEO.

Optimizing job titles with appropriate keywords is essential for the SEO of your recruitment ads. For example, naming your content marketer position as "attention ninja" or "attention grabber" may not be effective. Instead, use adjectives to optimize the job title, making it concise and search-friendly. For instance, a mid-level content marketer position in a B2B company could be titled "B2B Content Marketing Specialist," which attracts mid-level and senior professionals.

Start with a company summary 

The first paragraph of your recruitment ad should provide readers with the necessary context for the job. However, this paragraph should not be a reiteration of your "about us" page. Candidates are interested in understanding who you are as a team and how the position aligns with your company vision.

Describe what sets your company apart and offer a brief introduction to your employer brand. Research by Indeed reveals that 72% of job seekers want to see details about company culture in recruitment ads.

Maintain honesty and transparency

Your job ad should not read like an exaggeration or make empty promises regarding wages. Such approaches will not help you attract and retain talented individuals. Conversely, It's crucial to represent your company honestly and provide a clear, transparent summary of the job.

Tips for Writing Effective Job Ads

In addition to the best practices mentioned earlier, here are some valuable tips to help you write compelling and converting job postings:

Mistakes to Avoid When Writing Job Ads

While we've discussed best practices, it's important to be aware of common pitfalls that many recruiters fall into. Avoid the following bad habits when creating job ads:

By steering clear of these common mistakes, you can create highly effective recruitment ads that attract the right talent.

In Conclusion 

Finding exceptional talent is a challenge, but an exceptional recruitment ad can greatly enhance your chances of connecting with the right individuals. Craft well-written job ads and postings to make a positive first impression. Embrace smart talent management solutions to automate HR processes, freeing up more time to focus on what truly matters. By employing these strategies, you'll be on your way to attracting and hiring top-tier candidates.

7 Things a Successful Manager Does

You might be asking yourself this question every day: “Am I a good manager”? What does it take to be a successful Manager? Do I have what it takes to act like a leader while managing my people? If you’re a manager or want to become a manager, you probably ask yourself some of these questions. Aren’t you? 

As a manager, your career growth largely depends on your ability to manage employees and evaluate their performance. Nonetheless, if a manager can do their job satisfactorily, it doesn’t mean they’re management experts. 

So, what can you do differently to grow as a manager? To answer this, we decided to come up with this post that will explain 7 important things you need to do or practice in order to become great at managing people. Before we identify those things, let’s take a quick look at the basic attributes of a good manager: 

What is a Successful Manager 

With the rise of remote work, the role of managers has changed drastically over the last couple of years. However, there are certain fundamental qualities that a manager must have in order to be successful. Here are some of the must-have qualities or skills of a good manager: 

But you can certainly think beyond these qualities and try to embrace an out-of-the-box management approach. While basic management skills are imperative, let’s see what else you can do to be a great manager.  

7 Key Things a Successful Manager Does Differently

If you’re looking to hire a good manager, you should consider the following elements and practices to spot a great manager. 

1. Stands Up for What’s Right 

Not every manager has the guts to stand up for what is right. How many managers or leaders do you believe make personal sacrifices to do the right thing even if that harms their own personal interests? 

People often hesitate to do the right thing because they think their job will be at stake. If you want to stand out as a manager and truly inspire your team, learn how to take a stand and never compromise your values. Do the right thing always even if it has the potential to jeopardize your career. 

2. A Successful Manager Uplifts People 

Great managers don’t hesitate to invest their time and energy to uplift their teams. For this, they put effort into understanding their employees, giving feedback, setting clear expectations, and having their team members’ backs. 

3. Gives Employees the Space They Need 

People who feel free to make their own decisions at work are more productive and happier. As a manager, you might want your employees to get things done the way you want them to. 

However, good managers empower their teams to make their own decisions, especially when they work with individual contributors. If you want to do things differently and efficiently, step away from the individualistic mindset and let your people make small decisions.  

4. Connects with Employees 

Here is another important thing managers do to build stronger teams: connecting with their employees to a certain extent. You should be working towards knowing your employees’ goals, ambitions, and skills, and then help them mitigate their difficulties. Here are some techniques to connect with your employees: 

5. A Successful Manager Coaches to Engage 

A manager with coaching skills asks questions instead of providing answers. Instead of judging employees, they support them and facilitate their development. Since organizations are moving away from command-and-control practices, managers have to take a genuine interest in their people. Great business leaders often use their coaching skills to accelerate business growth. 

6. Reflects on Behavior 

Good leaders reflect on their behavior and hold themselves accountable. Business management is not about showing up in the office and going about your business tasks. You have to practice self-reflection and see your workers with feelings and thoughts. Therefore, evaluate your behavior to find out why you’re acting in a certain way. 

7. A Succesful Manager is a Leader Not a Boss  

Lastly, we will discuss the most important thing successful managers do differently: manage people like a leader instead of a boss. People no longer want to work with bosses: they want to work with leaders and influencers. Remember, 75% of employees leaving their jobs don’t quit their jobs; they quit their bosses. So, think of yourself as a leader instead of a boss. 

Final Thoughts

For employers, finding a great manager is like finding a needle in a haystack. This is probably the reason why Gallup found out that 82% of the time businesses fail to hire the right candidate for a managerial position. So, try to be the manager every company is looking for. Learn how to do things differently and inspire employees. 

Management is about persuading people to do things they do not want to do, while leadership is about inspiring people to do things they never thought they could. --Steve Jobs 

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