Social Media Recruiting on Smartphones

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With every farmer and his dog tweeting about the latest gossip, there’s no excuse for employers not to make use of social media. Smartphones play an increasing role in our everyday lives, accompanying us from morning till dusk – it doesn’t take a rocket scientist to see that there’s great potential for recruitment.

The UK is still in the early stages of using social media to this effect. By being one of the first to utilise smartphone technology for recruitment purposes, you’ll boost your company’s reputation for being forward-thinking and ahead of the curve. Given the public’s insatiable appetite for smartphone applications and mobile communication, there is the potential to tap into new markets and to reach new clients. Brand awareness is key.

You see, social media – unlike most other forms of media – is about being able to create an emotional attachment to employer brands. If you create meaningful content and communicate with friends (that’ll be the candidates), you automatically build relationships. What’s more, by opening up the doors to your company, people are able to see what your organisation is really like.
The second reason why mobile app technology is a useful tool in the recruiter’s box is because it can reach passive candidates anywhere, anytime and anyplace.

And the icing on the cake? You save money by avoiding more expensive recruitment methods.

So how do you do it? Well, here’s our step-by-step guide to social media recruitment.

1. Choose the Right Platform

When it comes to social media, there are three giants to contend with: Facebook, Twitter and LinkedIn. Facebook allows you to create a fan page, where fans (or potential employees) will receive updates every time you post. Write about a job opening, invite people to an event, and inject a light, convivial tone to put forward your company’s down-to-earth approach. Twitter only allows you to write 140 characters, but if you’re a skilled tweeter and update regularly, you’ll soon accrue followers and initiate interaction. Lastly, LinkedIn is tailored to recruitment: you can use it to attract passive candidates, or to search for the perfect employee.
2. Stay Active

A Facebooker’s work is never done – or is it a Tweeter’s? Either way, keep your page active with updates and conversation. Candidates won’t find a stagnant page attractive, as they’ll associate your company with silence and a lack of interest in social media. Even if you write about the company’s approach, ethics or product on occasion, you’ll keep people interested, and the employees flooding in.

3. Screen Candidates

Once you’ve received interest from potential candidates, get moving and start screening. Google their name and check their social media pages – you’ll get a good idea of their character from just a simple search. Of course, your focus should be on whether they’ll be suitable for the job, not what they got up to in Malaga five years ago.

4. Return to Normality

Remember, social media is useful for finding potential candidates – it cannot simply hand you perfect employees. You’ll still need to go down the old-fashioned route of telephone interviews and email correspondence. Take advantage of the reach that social media has, and you’ll create a great first impression for your company, but there’s no better means of judging a candidate than with a face-to-face meeting.

When it comes to recruitment, social media is a great tool to have – but it shouldn’t be the only one in your armoury. Used wisely though, social media can enhance your brand and attract new talent to your company. Your dream candidate could be just a tweet or ‘like’ away. What’s not to like about that?



Simon Drew writes on behalf of Best Mobile Contracts, the UK’s number one mobile phone comparison website.

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