Does Social Media Constitute Engagement?

In the digital age of job search, luring applicants is a breeze. All they have to do is hop online and search in Google these days to start gathering a list of jobs in their area. While that’s handy for the jobseeker in terms of getting an idea of what is advertised, it does little for the company who wants to work on sifting through those applicants to find the right candidates. Hundreds of applicants, if not thousands, make it really hard to narrow it down to just one. Ask any recruiter.

In efforts to better connect with their talent audience, companies turn to social media to build a following of people whom they can educate about their company, services/products, culture, and employment opportunities. Simply educating the masses, however, isn’t going to find the diamond in the rough. The trick to sharing all of this information is to actually engage with your followers and gather practical information about them in terms of making a hiring decision.

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Recruitment & Marketing: A Natural Fit

In a digitally connected world, your talent audience expands far outside the reach of your geographical community and into your global online community. LinkedIn’s 2016 recruiting survey found that 56% of talent acquisition leaders noted they would be increasing their hiring volume in 2017. In order to capture the attention of the audience needed to attract more candidates, organizations must do more than just share on job boards, LinkedIn, and career pages. An aligned communication strategy with an understanding who your target audience is, is the first and crucial step to attracting and connecting with prospects that you can convert into qualified applicants.

There are several considerations for your communication strategy, such as having a solid understanding of your Employer Value Proposition (EVP), evaluating your current channels of communication, and ensuring that it aligns with the corporate communication policy.

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