Social network … The one location you know for sure that your ideal prospect invests some time daily. Knowing how to utilize social media to source candidates has now end up being a core skill for recruiters. Running recruitment advertisements on these platforms can be a really reliable way of discovering great candidates for your open jobs. But how do you begin? How do you even run projects on various social channels? We understand that without a background in marketing this can all be overwhelming. No concerns though, we have actually got you covered!

What we’ll cover in this article:

Building a candidate personality Running paid advertisements on Facebook and Instagram Paid promotion on Twitter Ads on Quora How to evaluate various channels
Where to start your social recruitment ads project?

Recruitment marketing is more than simply releasing ads and wishing for the best (while you could still just do that, we highly encourage you not to). In order to take advantage of your paid efforts, you need to start by doing some research. A good beginning point is to very first create your candidate persona. A prospect persona is the recruitment variation of a purchaser personality (typically utilized in marketing). It describes your ideal target prospect for the task. The objective is to make the personality as reasonable and detailed as possible. In order to make an excellent personality you will require to consider demographics, character, social circles, and interests. The objective is to make the persona as near a real individual as possible.

So how do you develop a candidate personality?

How to develop your candidate personality.

1. Collect information

Your prospect personas must not be based on gut feeling alone. In order to get a precise candidate personality, you will need to gather some data. The very best method to gather information is to involve present employees and significant stakeholders in the employing procedure. By sending some surveys or doing brief interviews with them, you can get a much better idea on your ideal prospect. After all, the employees are the ones that will have to work with the new hire. Their input is vital. Major stakeholders can include individuals like the department manager or group lead. They often understand what they require in regards to skills and experience and can offer you some important input into the ideal candidate.

Another way of collecting valuable information is to assess your hires in the past for similar tasks. This information can assist you to find patterns among your past successes which can be used to forecast future successful hires. Some data points that you ought to look for in the evaluation of your past hires are:

- Demographic info