In the social networking era, one can still choose to ignore the technological facilities and keep recruiting using the old fashion job announcements. However, you should be prepared for the consequences of such an approach: irrelevant applications, incomplete lists of candidates, distorted or negative image on the market and even unfinished projects and unhappy clients.

By PortalHR

On the other hand, the use of social networks for recruiting purposes does not come with an immediate solution to the problems mentioned earlier.

One of the most important aspects that should be taken into account when recruiting through networking is what types of candidates can be reached on social networks. The EREMEDIA article we recommend today offers some valuable statistics that might help recruiters communicate effectively with the possible candidates.

Therefore, these are the statistics related to the most used social platforms:

  • 91% of Facebook users are Millennials
  • 90% of Instagram users are also Millennials (51% men)
  • 38% of Twitter users are Millennials
  • 34% of LinkedInusers are Millennials (39% students/graduates, 33% are aged between 35-54, 44% use the LinkedIn mobile application daily for finding jobs)

Some of the conclusions we can draw from these statistics are:

  1. For Entry-Level jobs, recruiters have a better audience on Facebook and Instagram, while for jobs requiring specialists, middle and top management, they should shift their attention towards LinkedIn.
  2. Facebook and Instagram are also the ideal social networks for recruiting candidates for Internship Programmes or for developing a lead graduates database.
  3. The employer’s brand must be transmitted differently depending on the social network; the messages on Facebook and the images on Instagram are supposed to aim at a direct experience, creating the opportunity for those interested to ‘feel’ the organizational culture, teamwork communication and how the daily tasks are fulfilled.
  4. The messages that support the talent’s brand on LinkedIn should offer more detailed pieces of information about the organization, how it is perceived by the media, long-term business objectives, etc in order to meet the high expectations of an experienced audience.
  5. The communication style (the dialogue with the candidates) is supposed to differ on the social network chosen by the recruiter.

For more information about the candidates you are looking for and a better understanding of how to fragment the message depending on the social network and targeted audience, we recommend the article: Do You Know Your Job Seeker Audience? Why Knowing Them is Necessary to Successfully Socially Engage

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