Urbanhire Jobseeker

How To: Optimize Your Career Site and Social Media Hiring

30

Nov 2016

Our current landscape looks like today that most of job seekers are using social media to find a job, while recruiters are naturally will go to where the great candidates are. The fact is, around 92% companies currently using social media for hiring and 45% from 500 fortunes firm include links to social media on their career page sections.

Nine out of ten companies use some form of social media to attract, source and engaged qualified talents, plus more than half of all recruiters rated candidates sourced from social media as “highest quality”.

We’re no fans of the phrase “war for talent”, but we can’t deny that it’s a competitive atmosphere. You may also want to integrate your social media management with your CRM to keep track of all touch points, both inside and outside your social media presence.

Social might have yet to catch steam among “traditional” recruitment sources such as job boards and referrals, but with the growing prominence of social media in B2B, it’s essential to lead in integrating your social presence with recruitment efforts to create an organic whole. By adding social depth to your talent acquisition protocol, bringing the most capable professionals into your company will only get easier.

To effectively utilize your career site and social media, you can use these below steps from plan to execute and evaluate the effectiveness:

  1. Make your career site visible

One of the biggest frustrations for millennial is hopping onto a website that is not user friendly or intuitive. If you have a career site, but it’s buried below ten unknown links on your company website, then you might as well not have a career site at all. After all, the first rule of the Internet is that you have to be found. If no one can find you, you don’t exist.

Additionally, having your career site somewhere conspicuous on your homepage helps you to establish a talent pool because there are a lot of people who want to work for a specific company because they are a happy customer, know someone who works there and is happy, or has heard through the grapevine how amazing it is to work for that company. If your career site is difficult to find, it can be frustrating to applicants and it might sway their opinion of you into negative territory.

 

  1. Create an individual link for each job opening on your career site

Another well-known rule of the web is to create as many individual links on your site as you can without overwhelming your website traffic. Creating individual links (pages) for each of your job openings on your career site can make things easier for potential applicants because they simply click a link to view a particular job in which they’re interested. It’s also much easier to optimize your career site for mobile if each of your job openings have their own page. You won’t have to deal with the formatting and scrolling issues that develop when you have a “long” page on a mobile device. Lastly, it will help your website’s traffic (SEO) overall for each job opening to populate because it beefs up the content on your company website.

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  1. Add a job alerts to your career site

I mentioned above how important it is to building a thriving candidate pool to make your job postings user friendly. Adding job alerts to your career site is a simple way to do this because it allows job seekers to sign up to be notified when you post a new job. All this requires on your end is a simple line of code (similar to signing up for an RSS feed) that your programmer can add to your site, or simply ask your ATS provider to add it if you don’t have one already. Remember that your goal is to snag as many future employees interested in working for your company as easily as possible, and job alerts on your career site is one simpler way to engage them.

 

  1. Ensure your ATS or job board if they have social media integration

The forward thinking ones do. If so, get trained on those features immediately, because it’s the fastest way to get started.

 

  1. Create a branded company profile

You’ll definitely want to pursue niche social networking sites relevant to your industry and recruiting needs but to get started.

 

  1. Develop a content strategy that builds relationships

To make social media work for you, you have to start building relationships and join the conversation.

If you’re sitting by the wall and not engaging anyone, don’t expect to get much attention. Think about the people you enjoy talking to at any function — they ask good questions, share interesting and relevant information, they offer to help and they’re funny or at least fun to be around. It’s the same for social recruiting. If all you ever post are job openings, don’t be surprised if the only response you get is from desperate job seekers. The goal is to engage potential job candidates in a conversation. It should be a two-way exchange. They should come to view you as a provider of valuable advice, useful information and maybe even entertainment.

 

  1. Make it easy to find, follow and forward your information

So you have great content. Now you need an audience. Without friends or followers you are speaking into a black hole. Friends and followers will spread your message to their friends and followers, who will again spread your message, and expand your reach exponentially without you lifting a finger.

 

  1. Enlist all employees in your social media efforts

Some companies have tried to suppress their employees’ use of social media. Typically they cite concerns about lost productivity and privacy issues. The simple fact is that your employees are using social media whether you want them to or not. Recent Nielsen data reports that Americans spend nearly 25% of their online time on social media or blog sites. Instead of fighting it, enlist your employees in your social recruiting initiatives, such as like: ask them to get involved, regularly inform the employees, or encourage the employees to talk.

 

  1. Measure results

Investing time into social media has all sorts of “soft” outcomes like brand building and building community, but at the end of the day what matters most is whether or not you are driving more qualified applicants to your company that result in hires. Never lose sight of the fact that your success as a recruiter is measured by quality hires, not number of your social media followers

Example Career site or career pages

Jojonomic career page
Jojonomic career page

https://jobs.urbanhire.com/jojonomic

Ruang Guru career pages
Ruang Guru career pages

https://jobs.urbanhire.com/ruanggurucom

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