Digital Recruitment Never Stops Working for You: Part Five
Social Media FAQs: The Down and Dirty Details of Digital Recruitment
We’ve covered a lot of information in the last four blog posts. (Just joining us? Start here). In this one, we’re going to fire off some quick answers to some of our most frequently asked questions about running a digital recruitment campaign.
Q: I have the ideal candidate for our company, but we're not hiring?
A: What an excellent problem to have! It can happen a lot for great companies who know what they are doing on social. Just remember--the hiring process on average takes 27 days from start to finish. Having viable candidates three weeks into that pipeline is a good thing, even if they aren’t always available. Treat your quality candidates like potential customers; keep them informed, engaged, and invited to join at any time. A good way to manage this is with an email database of leads.
Q: Should we post the pay scale in job descriptions?
A: Posting the pay in the job description makes it very clear what a potential can expect for compensation, and it saves you both time in the long run. That said, money isn’t everything; use your social channels, blogging, emails and landing pages to communicate why you are the best $12-an-hour job. Let them know what upward growth opportunities are available and be honest about pay rate increases.
64 percent of Millennials would rather make $40K a year at a job they love than $100K a year at a job they think is boring. Glassdoor for Employers
Q: I had a ton of applicants from my campaign, but no one stays for very long. What gives?
A: While writing a job description that stands out is important, writing a job description that honestly portrays the expectations of the job is even more so. It’s definitely possible to do both (like we did here), and the trick is to keep showcasing the benefits while cutting through the noise. You want to keep the lines of communication and the job expectations as clear as possible to reduce dashed dreams--and a dash out the door.
Nearly 80 percent of Millennials look at people and culture fit with prospective employers, followed by career potential. Glassdoor for Employers
Q: Am I basically targeting those looking for work?
A: Yes and no. There are two types of candidates, active and passive. The passive candidate is a candidate who is currently (and mostly happily) employed but could be persuaded to look. An active candidate is pushing resumes, seeking employment.
Ways to attract active candidates:
- Post on sites like Indeed, Craigslist, and LinkedIn, where active candidates are already looking.
- Use Google AdWord campaigns to filter potential active candidates to a careers landing page.
- Launch a social media job ad campaign to collect and direct potential leads. Facebook Lead Ads are a great way to capture quality leads based on targeting parameters that fit your ideal candidate persona.
- Create forms on your career landing page that allow you to collect data to determine if the applicants are ideal candidates. After you have this information you can establish background, expectations, and goals an ideal candidate might have.
Ways to attract passive candidates:
- Do good business.
- Treat your employees well.
- Actively share your awesomeness on social and digital media.
(Hint: On top of also working for active candidates, these are just good ideas in general).
Q: Where do I start?
A: Guess what--you already have! (Congrats :) ).
Seriously, though, there are a lot of pieces to the Digital Recruiting puzzle, and they all work together to increase the quality and volume of leads. Chatterkick manages digital recruiting strategies for businesses to help save time and develop strategies to reduce the cost of hiring.
For a more in-depth look at Digital Recruiting, download our white paper below. If that doesn’t answer your questions, I’m happy to help you. Just send me a line.