Facebook Recruitment Guide

 

Facebook Recruitment Guide

Social media has now significantly been employed in organizational process (Kaplan and Haenlein, 2010; El Ouirdi et al., 2014A). Social media-based assessments differ from conventional processes.  A job recruiter conducts a search at social media not only to seek job-related information of applicants but also on personal matters that are not included in the applicants' curriculum vitae (Roth et al., 2016). Facebook is the most popular media platform online, both the duration on the platform and its active daily number of users has grown year-over-year. In July 2022, Facebook had 2.934 billion active monthly users, making it the most "active" social media network in the world (Meta Platforms, Inc.’s investor earnings report for 2Q 2022, published July 2022)

 

Know the Workforce Plan to find potential candidates

Targeting your ideal applicants on Facebook is simple. This is due to Facebook's robust internal search engine, Graph Search. Graph Search makes advantage of publicly accessible data from Facebook users' profiles. On their accounts, many Facebook users provide a lot of information about themselves, such as their location, schooling, employment history, (current or previous) employers, and even the languages they speak. You can use filters in Facebook Graph Search to locate applicants who satisfy requirements (e.g., city, education, company etc.).             

 

Create a Facebook business page

You can use the corporate page that your business likely already has for Facebook recruiting. However, you can also create a brand-new account and profile for your business's career page.

 

Why is having a separate Career and Corporate Facebook page a smart idea?

Because the goals, target market, and message you convey on those two pages ought to be distinct. You converse with your clients on your corporate Facebook page, and you converse with job candidates on your career Facebook page. For this reason, many organizations that are successful at using Facebook for recruiting have both Corporate and Career profiles there.

Share your company culture

Showing off your company culture is the next stage in learning how to recruit on Facebook. According to research, organizations that have effective Employer Branding initiatives are more successful at luring the best prospects.

 

People will want to work for you if your organization has a wonderful culture! Using social recruiting is a fantastic way to show prospective employees what it is like to work for your organization. Utilize Facebook recruiting to show prospective employees more than just the usual eye-catching brand adverts how your firm functions and what it looks like.

Create an appealing job post on Facebook

You only need to complete the information on the Facebook form to make a job post for this phase such as job title, job location, salary range (Optional), job description, photos, job type

 

Boost your Facebook page

You have 2 options after viewing a desktop and mobile preview of your job ad: post job or boost post.

 

If you select "Post Job," your post will display as a regular post on both your company page and the Jobs on Facebook feed. You can fund the post with advertising by selecting "Boost Post." The minimal daily expenditure for Facebook recruitment advertisements is $1, and they can run for as many days as you choose. To ensure you reach your target audience and gain an advantage over your competitors, you might target demographics.

Share your job post on Facebook group

Posting your job ad to Facebook Groups is a fantastic additional way to find passive prospects.

On Facebook, there is a group for almost anything. Finding the appropriate ones is the only challenge. Search for your target keyword and then filter the results by "Groups" to locate these

Groups. And don't post more than once or twice; spammers are despised.

 

Create a paid ad campaign for job posting

The number of followers you can share your post with is a restriction. You'll need to advertise your posts on Facebook through Facebook Ads to reach hundreds (or perhaps thousands) of highly targeted applicants.

There are three steps in the ad campaign setup: Campaign details, Ad Set details, and Ad details.

·        The campaign details: You must first decide on the goal of your campaign. This indicates to Facebook's algorithms what objective you want to pursue. It is wise to select Reach or Traffic for job postings.

·        Ad set details: The next step is to configure your ad set, often known as the targeting for your adverts. Start by considering the kinds of people who might be interested in your job opening for this to work out. Who lives there? How old are they? What kinds of Facebook pages do they like? What positions do they currently hold? Etc.

·        Ad details: After you’ve set up your Campaign data and Ad Set details, you’ll need to set up the Ad. If you’ve already listed the job on your Facebook Business page, you may simply reuse the existing post.

 

Benefits of Facebook recruiting

·        A large candidate pools

·        Low costs for sourcing candidates

·        Quick sourcing

·        High rates of employee referrals

·        You can also grab the attention of passive job candidates

 

Conclusion

Recruiting has become a challenging part for the HR personals with the rapidly changing job market. This is what contributes to the profession's extreme flexibility. Over the years the popularity of one technique fuels interest into the next. This calls for learning how to use social media into your recruiting process. The focus of the Internet shifted in a relatively short period of time from static websites to the brighter and more participatory world of online networks. Social media replaces job boards as consumers transition to the new environment.

It takes the development of various important abilities and insights to use Facebook. You have a lot more control over the types of people you target when recruiting on Facebook than you would with more conventional recruitment advertising specially classified advertisements or job boards.

https://www.youtube.com/watch?v=QGUzK7vSOuA

References

Brown, V. R., & Vaughn, E. D. 2011. The writing on the (Facebook) wall: the use of social networking sites in hiring decisions. Journal of Business and Psychology

 Davison, H.  K., Maraist, C., & Bing,  M. N. 2011.  Friend or foe?  the promise and pitfalls of using social networking sites for HR decisions. Journal of Business and Psychology

 Kaplan, A. M., & Hoenlein, M. 2010. Users of the world, unite! The challenges and opportunities of social media. Business Horizons

 Gibbs, C., MacDonald, F., & MacKay, K. 2015. Social media usage in hotel human resources:  recruitment, hiring and communication.  International Journal of Contemporary Hospitality Management