Social network ... The one location you know for sure that your perfect prospect spends some time daily. Knowing how to use social media to source candidates has now become a core ability for recruiters. Running recruitment advertisements on these platforms can be a really efficient way of discovering great prospects for your open tasks. But how do you get going? How do you even run campaigns on different social channels? We understand that without a background in marketing this can all be frustrating. No concerns though, we have actually got you covered!
What we'll cover in this short article:
Building a candidate personality
Running paid advertisements on Facebook and Instagram
Paid promo on Twitter
Ads on Quora
How to evaluate different channels
Where to begin your social recruitment advertising campaigns?
Recruitment marketing is more than just introducing advertisements and hoping for the very best (while you might still just do that, we highly encourage you not to). In order to make the many of your paid efforts, you need to begin by doing some research. A great beginning point is to very first develop your candidate personality. A prospect personality is the recruitment version of a buyer persona (often used in marketing). It refers to your perfect target candidate for the task. The goal is to make the persona as reasonable and in-depth as possible. In order to make an excellent persona you will need to consider demographics, character, social circles, and interests. The goal is to make the persona as close to a genuine individual as possible.
So how do you develop a prospect personality?
How to build your candidate personality.
1. Collect information
Your candidate personas must not be based on gut sensation alone. In order to get a precise prospect personality, you will need to collect some data. The finest way to gather data is to include current staff members and major stakeholders in the hiring procedure. By sending out some surveys or doing brief interviews with them, you can get a much better idea on your ideal prospect. After all, the staff members are the ones that will have to work with the new hire. Their input is important. Major stakeholders can include people like the or group lead. They often understand what they require in regards to abilities and experience and can provide you some important input into the perfect candidate.
Another way of collecting valuable information is to assess your hires in the past for comparable jobs. This information can assist you to find patterns amongst your past successes which can be used to anticipate future successful hires. Some data points that you ought to search for in the evaluation of your previous hires are:
- Demographic info
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A Simple Guide to Running Recruitment Ads on Your Socials
Adolph Brinkman edited this page 4 months ago