Recruiting top talent is a key component of maintaining a thriving business. When looking to recruit young, top-notch candidates, many businesses look to soon-to-be graduates on college and university campuses. Young, emerging talent are typically fairly new to the business world, so you might have to take a new or different approach to recruiting them as well. This is especially true for those companies looking to hire early engineering and IT talent or innovative marketing talent. “Social”, is what candidates expect you to be. Since 76 percent of students check Facebook several times a day or more, understanding this powerful social media recruitment medium can be a great way to reduce costs and achieve recruitment goals.
More than 50% of the over 50,000 students we surveyed are actively following employers on Facebook. In Canada, less than 20% of companies actively recruiting in this space and less than 50% actively recruit on Facebook in the US. It’s a virtual goldmine out there and those companies that get on board now have an opportunity to beat out their recruiting competitors. There are many ways recruitment through Facebook can increase your talent acquisition success:
Below, we will discuss how recruiting through Facebook will help you with each of these strategies.
Having a recruiting page on Facebook, such as this Capital One Campus Recruiting page, is a great way to introduce potential candidates to your corporate culture, and it helps students find companies with a culture that fits their personality. Those companies that take the time to really understand what is important to their candidates and identify the attributes of their culture that will be most compelling to the talent they want to attract and post content that will engage their targeted audience. In fact, using content that is coded to a candidate’s preferences increases candidate engagement by 100x to 300x vs. the average ideal employer. Facebook is your opportunity to keep the candidates you meet on campus engaged with your culture and can help you build on the on-campus recruitment investments you are already making. This means using Facebook not just as a job board but as a way to have a conversation with the talent you want to attract.
Recruitment pages offer companies an opportunity to engage with students from campuses around the globe, while slashing travel budgets and other expenses associated with on-campus events. As you’re looking for student talent, high potentials can come from a wide range of places, and it’s not always possible to connect with those students during an on-campus event.
Students are naturally drawn to engaging brands, and one of the best places to develop your brand is on social media. Not to mention, recruiting with Facebook makes sense when your ideal candidates are digital natives and constantly connected to social media.
When negative comments are posted on your own site, it provides an opportunity for control through honesty and transparency. If you have an action plan and a place for engagement, you can manage negative interactions in a positive way. Responsiveness demonstrates your company’s dedication to customers and employees alike, and bolsters your brand. If you aren’t on because your brand management is worried about controlling negativity ask them if they would rather see someone “spray” on a site that they aren’t aware of or on your own property where you can respond and their little negative comment can be swallowed up in an ocean of positivity?
Students want to “try before they buy”. Connecting with people that have worked with a company is the number one way students decide if they are interested in working with that company. The top sources for this information are current employees, university career services staff, fellow students that have worked or interned for the company and alumni that have worked there. Social media recruiting is the best way for students to interact with all these people, so they can connect as a community and get their ratings on their experience with you.
If you aren’t using Facebook as a way to keep the talent you are meeting on campus engaged with your recruiters there is no better time to start then now.
This is a new space for HR leaders so what is keeping you from using Facebook to help you recruit new and experienced talent?