News & Blog

04 October

It’s time to give Social Recruiting a go.

If there’s one thing you can guarantee, top talent are on social media, and they’re doing it well.
Do you have an online recruitment strategy?

It’s a given SMBs already know how to use the more traditional avenues, like online job boards, to find and recruit new hires. They may be a good start in your recruitment journey. But there are other, more targeted and cost effective channels employers shouldn’t overlook in finding the right talent.

If there’s one thing you can guarantee, top talent are on social media, and they’re doing it well. The recruiting of candidates via social media is increasingly a part of the hiring strategy for businesses, but now it’s time to make it a central focus.
Spreading the word on social media when you’re recruiting can be a great way to widen the reach of your advertising and you could find people you wouldn’t otherwise stumble on.

For example, we’ve found that traffic from Facebook adverts to a company’s website was much higher, at approximately 17 per cent, than those of traditional job boards, like Seek, sitting at only 2 per cent.
So do you think you could find your next hire through Facebook, LinkedIn or Twitter? If you are using those channels the right way, yes you can.

Share, share, share

Share your job openings across all of your social media channels. Every time you post a job on a board, share the link with your network. You never know who you can reach through your connections and, in turn, their own connections. If one of your friends or followers likes or shares the role you post, you will reach a much bigger crowd.
Word gets around fast, and you may find yourself with a few great referrals.

Headhunt on LinkedIn

LinkedIn, as a professional network, is a huge database of talent just waiting to be plundered. It has a handy job board you can post your ads to and is a great platform for your employer brand presence.
In my opinion, though, the best way to use the platform is to hunt for people who match your criteria, then personally contact them. If you’re looking for your next business development guru, use those key words to search and make your selection.
But beware: some candidates expect a higher salary when they’re head hunted. But if they’re the right candidate for you, it might be worth taking the hit!

Spend your dollars on Facebook

Facebook is the most successful recruiting tool we’ve seen in our client campaigns so far – even ahead of LinkedIn.
The network has a special feature allowing businesses to post extremely targeted advertising campaigns. By being as specific as you possibly can, you can build a profile of your ideal candidate by criteria including location, languages, title, workplace, and even interests and hobbies.
The advert will then appear in the news feeds of all those who meet your criteria, which allows you to reach a very specific crowd.
A carefully planned and targeted advertising campaign means you’ll reach candidates who are much more relevant to your business and role, than if you just post an ad on Seek for anyone to see.
A Facebook advert also means you can reach out to passive job seekers who may not be actively looking, but could be tempted to consider a move if they saw something interesting pop up.

Challenge candidates’ creativity

Other social networks like Twitter, Instagram, YouTube or Snapchat can also be excellent platforms for businesses to evaluate candidates’ creativity.
If you’re a marketing agency, for example, you can launch a campaign on Snapchat challenging applicants to come up with imaginative introductions. Then, sit back and wait for the applications to come through on your phone.
If you’re recruiting for customer service roles, why not ask candidates to send in a YouTube video CV? This would allow you to review how they present themselves and get opinions from peers before having them in for an interview.

Build a ‘Careers’ Page

Whatever tools you decide to include in your recruitment strategy, all your social media shares and ads should point to a great ‘Careers’ page. This can be either a stand-alone page or site dedicated to recruitment, or a part of your existing website. There are companies who can help set this up for you.
Applicants want a fast and easy process where they can apply from their mobile devices, on-the-go. So a platform that’s easy to navigate and apply for a role on, even from a mobile device, is essential.
Candidates also want to know why they should choose your company. Employment branding is very important. So make sure your careers website – or recruitment page – includes why you’re a great place to work.
For example, candidates love watching videos about the places they’re applying to, to get a feel for the culture, the team and the directors. You can even produce it yourself. Grab your phone and go around the office, interview your current employees on why they love working with you. Then post it on your career’s website and ads, and job done!

-Sharon Davies is the Founding Director of Big Splash.


Talk to Big Splash: the recruitment advertising experts, about how you can use social media to drive your recruitment goals.

Australia: www.bigsplashworldwide.com
New Zealand: www.bigsplash.co.nz
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