Social media is a must for talent acquisition, recruitment marketing, and employer branding teams today.
At its core, social recruiting means using the power of social media to attract and find quality candidates. It also helps those quality candidates find their dream roles within their dream companies. Everybody wins!
Of course, an effective strategy can (and should) involve a variety of platforms and techniques.
However, there are some common obstacles that teams responsible for talent attraction face when it comes to social recruiting:
- It takes too much time to do social recruiting right
- Marketing typically owns company accounts
- And, for smaller companies, only big companies with large followings can benefit from a social recruiting program
Well, we’re here to tell you that automation can help you overcome all of those obstacles.
Understanding the power of automated social recruiting
Social media is one tactic of a successful talent attraction strategy. For most companies, it’s beneficial to connect with job seekers where they’re already spending a lot of their time: on social media.
Automated social recruiting allows you to connect with job seekers at scale–and with a lot less effort than if you tried to do it manually.
Here is how automation can help you overcome those obstacles we talked about before:
Easier, faster distribution of job and employer brand content: Like we said, you are going to want to be on multiple platforms–like LinkedIn, X (Twitter), Facebook, and Instagram–but posting to that many channels can be cumbersome if you are doing it manually. When you automate social recruiting you can post to all of those channels at once, which cuts down on time and effort.
Leveraging career-specific pages: Ok, so the marketing team is giving you a hard time about posting jobs? Just create career-specific pages, that way you can post what you want when you want. Many companies like Brighthouse Financial, BAE Systems, and Ulta Beauty already do this!
Plus, if your marketing team it ok with it, you can also automate monthly job roundups to your company pages like Medcor does. It’s a low-frequency way to get in front of more candidates.
Schedule a demo!
Social media is a must for talent acquisition, recruitment marketing and employer branding teams today.
At its core, social recruiting means using the power of social media to attract and find quality candidates. It also helps those quality candidates find their dream roles within their dream companies. Everybody wins!
Of course, an effective strategy can (and should) involve a variety of platforms and techniques.
However, there are some common obstacles that teams responsible for talent attraction face when it comes to social recruiting:
- It takes too much time to do social recruiting right
- Marketing typically owns company accounts
- And, for smaller companies, only big companies with large followings can benefit from a social recruiting program
Well, we’re here to tell you that automation can help you overcome all of those obstacles.
Understanding the power of automated social recruiting
Social media is one tactic of a successful talent attraction strategy. For most companies, it’s beneficial to connect with job seekers where they’re already spending a lot of their time: on social media.
Automated social recruiting allows you to connect with job seekers at scale–and with a lot less effort than if you tried to do it manually.
Here is how automation can help you overcome those obstacles we talked about before:
Easier, faster distribution of job and employer brand content: Like we said, you are going to want to be on multiple platforms–like LinkedIn, X (Twitter), Facebook, and Instagram–but posting to that many channels can be cumbersome if you are doing it manually. When you automate social recruiting you can post to all of those channels at once, which cuts down on time and effort.
Leveraging career-specific pages: Ok, so the marketing team is giving you a hard time about posting jobs? Just create career-specific pages, that way you can post what you want when you want. Many companies like Brighthouse Financial, BAE Systems, and Ulta Beauty already do this! Plus, if your marketing team it ok with it, you can also automate monthly job roundups to your company pages like Medcor does. It’s a low-frequency way to get in front of more candidates.
Boosting your reach and personalizing your automated efforts through your employees: Last, but certainly not least, with automation it’s easier to get your people involved! By extending your job and employer brand content publishing to your recruiters, hiring manager, and larger employee base you can significantly boost your reach. Companies like BCD Meetings & Events like to refer to it as personable automation because while the posts are automated, they are coming from your people which helps put faces to your brand.
Psst… A lot of companies are already doing all of this with CareerArc!
Who we work with
Who we work with
Corporate Services
“Everything’s so automated, which is a great thing, but you also miss that personable approach. And so now that we have these personal posts going out on all of our LinkedIn pages, we’re able to connect with those candidates and really form that relationship with them early on.”
JENA VONDERHAAR
ADMINISTRATOR, TALENT ACQUISITION
Healthcare
“With CareerArc we quickly began to see qualified [healthcare] applicants come from previously untapped talent sources. CareerArc not only allowed us to effectively recruit beyond job boards, but they consistently came back with the results to prove our return on investment.”
JENNIFER SPRY
MANAGER OF TALENT ACQUISITION
Retail
“By partnering with CareerArc, we received 121k job applications—a 70% YOY increase—and made 15k hires, which is 50% more hires than the previous year. It was remarkable, and we attribute this success to CareerArc.”
SEAN TAYLOR
DIRECTOR, TALENT ACQUISITION