Engaging Your (Potential) Talent: Employer Branding on SoMe

16th Apr 2018 by Cristina Lezcano
3 minute read

According to the World Employment and Social Outlook: Trends 2018, the global unemployment rate has been stabilizing after a rise in 2016. This implies that the war for talent is on, and that companies’ HR and Talent Acquisition teams need to examine their efforts in order to attract and retain high-quality candidates.

The need for strong employer branding strategies is becoming more and more clear. In 2015, Harvard Business Review (HBR) revealed that employer branding will continue to be more strategically important in the future, for both CEOs and HR executives alike:

HBR_Employer_Branding.png

Therefore, as a company, you should start considering employer branding where your potential candidates are present, for example LinkedIn, Facebook, Snapchat, YouTube Google and Instagram. Gone are the days when it was enough to communicate with those who followed your  company's official pages. Another equally important focus HBR mentions is to start activating your employees as ambassadors and have employee referral programmes. People are far more likely to trust a company based on what its employees have to say than on its recruitment advertising.

Social Media facilitates companies to have conversations in the global world with potential candidates and their own employees. It also serves as a very popular source of information when potential candidates want to investigate a company’s values and culture, as well as to see if there is actually a mutual match.

Basically, your team could start posting event listings, social sponsorships, photos, videos and blog content from its employee life – not to forget links to job postings – in order to gather followers that will constantly be engaging with your company, sharing your content and, hopefully, applying to job openings.

Achieve Results with Social Recruiting

Get positive results with a social media recruiting strategy. Glassdoor reported that 86% of job seekers are likely to use social media in their job search. And BusinessWest stated that employers who are successfully using social media for recruiting employees note a near 50 percent increase in candidate quality.

According to our benchmark report, when posting job openings, sources like LinkedIn is best for conversions and has the strongest performance across all devices. Concerning the time-to-hire, it was recorded to be 30% lower for Facebook and Google compared to traditional job boards.

But, there is always a “but”, employer branding is no longer for free. Sources like Facebook and LinkedIn aren’t what they used to be. Nowadays you need a budget in order to get the right attention on social media, as business’ status updates, used as advertising, are getting less visible.

With our platform, you can get more out of your media budget, drive efficiency and let our algorithms calculate the optimal allocation of it. You will pay for performance and not for the job slot. You get to extend your reach, as our platform will determine where high-quality candidates are and target them. We have also enabled the possibility to re-engage with those candidates who started to fill-in your application forms, but didn’t complete, with updated tailored/relevant content/message/job description in order to increase response/completion rates.

Read also: Ontame.io Launches Sponsored Jobs

Understand the impact of employer branding, start using social media for recruiting and bring in high-quality applicants to the company. We can help you improve your recruitment marketing efforts.

Next time, we will bring you more on our blog about who’s failing to attract top-talent and why.

Stay tuned!

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Tags: Recruitment Strategy, Data, LinkedIn, Social Recruiting, SocialMedia, talent pool, Marketing, HR, WhitePaper, Global Recruitment Report

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