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attract candidates with social media

How To Attract Candidates Using Social Media

attract candidates with social media

Social media plays a big part in our lives today. We use it to connect with friends, receive news updates and to interact with people and groups who share our interests and passions. It’s no surprise that more and more job seekers are using social media in their hunt for suitable positions. Why then should employers be any different?

 

The most important thing is that candidates want to interact with people, not a faceless brand or company. It’s vital that you build rapport with your connections. This can be done by providing links to quality content, interacting with them and answering any queries they have about the company or specific roles within it. It also enables anyone interested in working with you to learn about what you do and your ethos and culture as a company.

 

While you do need to adjust your approach to attracting candidates according to which social media platform you’re using, there are some common elements that can be utilised across all channels.This post focuses on the three social media platforms that are mainly used for recruitment; LinkedIn, Facebook and Twitter.

 

LinkedIn

LinkedIn is the number one social media tool utilised by employers and jobseekers alike as it is a platform that connects professionals to each other and to businesses.

 

Ensure that your company’s profile is attractive and optimised with key words so people can find you easily. Any vacancy listed on your profile should include links to further information such as the job spec, skills required, company description and how to apply. While it is obviously important to have your company page optimised, it’s also a really good idea to encourage current employees to bring their own profiles up to date. If people are interested in joining a company they often like to hear what people currently working there have to say about it.

 

 

Facebook

Facebook is the most personal of the social media platforms allowing you to showcase the ‘human side’ of your organisation. Photos and videos of staff outings and events can help to portray your company as a positive, fun environment in which to work.

Again you should include a link providing further relevant information. Something as simple as including a ‘job listings’ tab on your company’s page can lead to a significantly increased candidate pool.

You can target potential candidates with Facebook ads. The ad feature on Facebook allows you to aim ads at a very specific audience through the use of filters such as education and work experience.

 

 

Twitter

Twitter may not be the first place you’d think of when looking to attract candidates, but there’s no doubt it can serve as a very useful recruitment tool. With its 140 character limit, it’s all about making an instant impact. Be aware of topical issues and areas of interest for suitable candidates. Create tweets around these areas and use the appropriate hashtags to attract the right people. Include links in your tweets to relevant content on your blog and website.

 

Follow the right people and chances are they will follow you back. Comment on their tweets and always reply if they contact you. This helps to cement the relationship.

 

A really great function of Twitter is that it allows you to group people together in different lists. Generate twitter lists of individuals that may be suitable for different roles. You can then focus on targeting them with tweets tailored to their interests.


Social media has the ability to foster relationships with people who could be great employees for you. If you put the effort into developing your platforms, the rewards can be great.

Posted by Recruitment Consultant, Sigmar on 7 December 2017

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Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Sigmar Recruitment today reports a record high number of job placements over April, May, and June 2021. The number of placements during this period is higher than any other quarter in the recruitment company’s 20-year history. Current figures are up 6% on the previous record set in 2019 before the pandemic. As one of the largest recruiters in Ireland, Sigmar has offices across the country and is present in all professional sectors. The first half of the year saw strong, consistent growth with job placements breaking all records in the month of May, with June accounting for the second-highest month ever. Commenting on the rebound of the labour market, Sigmar founding Director, Robert Mac Giolla Phádraig says: “The jobs market in Ireland has never been stronger or more buoyant than it currently is. We’re seeing several macro trends converge all at once, which is creating significant churn in the market. Remote working has literally opened up a world of new opportunities no longer bound by location. This is coupled with a rising tide of consumer confidence, as many professionals find themselves in a stronger financial position than before the pandemic. “The last 18 months has asked big questions of us all, and the humdrum of lockdown has created a desire for change which is now resulting in unprecedented numbers of people moving jobs. Employee loyalty is increasingly under question, with remote work being less enjoyable, many workers are now committed to the experience of work over the employer, adding further to the current levels of churn.” IT accounted for one-third of all job placements throughout the quarter, followed in order by Financial Services, Sales & Marketing, Accountancy, Life Science & Manufacturing, Office Support, Public Sector, Construction, Professional Services. Business confidence has also grown steadily over the course of the year, as vaccination gathered momentum. The “low-touch economy” is booming is sectors such as e-commerce, digital, and logistics. Says Mac Giolla Phádraig: “The resurgence of permanent recruitment is somewhat unique to how we’ve rebounded from previous downturns, where we typically saw flexible work return quicker.” Although the vast majority of job placement in Q2 were understandably remote, Sigmar reports that the tide is beginning to change with the majority of employers now committing to hybrid work over the coming three months. Mac Giolla Phádraig advises: “As we now choose our workplaces, at a time when the power dynamic has shifted to the employee, employers need to ensure adequate work practices to reconnect the workforce with the workplace equitably. There is an inherent risk that new workforce inequities may emerge, such as “proximity bias”, where those closest to the centre of influence get greater recognition and therefore promotion opportunities as opposed to remote workers. When it comes to individual contribution the opposite could be argued that remote workers get the benefit of having less in-office distractions and their output is therefore greater.” Mac Giolla Phádraig likens remote work to long-distance relationships, which in many cases don’t work out. “We’ve gone from “living” with our employees in an office environment to long-distance relationships, which often sees commitment recede over time. The context of location also opens up new experiences and possibilities, which are now being explored on a scale never before seen.” He adds, “if we thought the war for talent was tough, just wait for the battle of attrition. It’s now emerging as the number one challenge for businesses across the globe.”