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How to Use Social Media to Find Your Next New Hire

Employee graphic

Social media is good for procrastinating, the latest beauty tips, memes, videos of cute puppies, and... finding job candidates. Surprised? Don't be. About 70% of the American population uses social media, according to the Pew Research Center, so there's a good chance the person you're looking for is on Facebook, Twitter, Instagram, LinkedIn or some other social media channel.

Social recruiting is the next wave in hiring. And for good reason. The economy is doing very well. So well that many businesses can't take full advantage of it because they have open positions they can't fill with qualified candidates. As the demand for workers increases, the supply decreases, making your candidate search more difficult. Instead of trying the same old tactics to recruit candidates, why not try something new?

Millennials are the largest generation in the country's workforce and there's no better place than online to meet one. About 88% of those 18 to 29 years old are active on at least one social media platform, according to Pew. Employers, for some time, have been using social media profiles to screen job applicants, but those looking for work also use potential employers' social media posts to decide where to apply.

No matter how you find new employees, there are costs and benefits. For social media, the benefits include,

  • You could be noticed by someone thinking about, but not actually seeking, work and inspire them to apply, as well as those actively seeking employment.
  • Social recruitment allows you to find one of these passive candidates rather than waiting for them to come to you, offering you more control.
  • Social recruitment is cost and time efficient, allowing you to directly engage with candidates and target those you want through digital ads, such as those with specific experience or education.

There are many strategies you could use, including recognizing a potential job candidate through a social media profile.

  • What do they discuss or engage with? Does it involve your industry? Do they link back to a personal blog that demonstrates thought leadership or particular skills you seek?
  • If you're looking for someone who's creative like an artist or designer, do they use their platforms to show their portfolio?
  • Do the person's social media posts align with your company culture?

Potential candidates are judging your company and the corporate culture based on social media too. Represent yourself in the best, most accurate light.

  • If you claim to be family friendly and offer flexible schedules in order to attract applicants, but then require long hours and sacrifices from employees to succeed, you'll be constantly replacing people because they'll feel they've been tricked into taking the job and head for the door.
  • Let candidates know what values are actually important to your business as well as why they should want to work for you over the competitor.

Social media is no longer just for fun. It's something that should be a part of every business' marketing strategy and recruitment strategy. Social recruiting could expose your job opening to a group of people who you may not find it otherwise. You could identify passive candidates who aren't actively looking for a new job, save time and money compared to traditional job candidate search methods and get a better understanding of candidates than what you would find on a tailor-made resume and portfolio.

Not completely sure of your next steps in social recruiting? Set up a free consultation with LyncServe! Contact us today by filling out our online form or call us at 267.364.5049.

Sierra Carter Gordon Headshot
by Sierra Carter Gordon
Sierra is a Drexel University graduate with a B.S. in Psychology and Minor in Marketing. This combination of studies, along with her naturally perceptive mind, allows her to dive deeply into everything that makes a brand work (or not work).
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