There’s no doubt that the candidates you’re trying to communicate with are active on social media and already exposed to numerous employer brands. Once you’ve defined clear candidate personas (See “Build Candidate Profiles Based on Data, Not Gut Feelings”), identify the channel or channels most relevant to your audience. Posting on a regular basis is key to successful social media recruiting, so before you start sharing content, take the time to develop a content calendar that you can deliver on.
Get creative and come up with a variety of formats and content that encourage engagement. Video is particularly powerful on social channels, but limits media to less than a minute if you don’t want people to lose interest, and include subtitles. Amplify your efforts by encouraging colleagues to act as employee brand ambassadors. Candidates trust the company’s employees three times more than the company itself to provide credible information on what it’s like to work there, so engagement should soar.
Followers expect speedy responses so don’t leave them waiting. Eighty-three percent of consumers expect a response from a brand on social media within a day or less. Ensuring that someone takes responsibility as Community Manager is the best way to keep up with communication expectations.
If you want to promote a good employer brand and be transparent about how things roll in your organization, you can embed your Glassdoor rating in your career site.
