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3. Choose the right platform There is a different social media site for every job posting, so you need to choose the right one to ensure an optimal hiring process. For example, Facebook is used by almost everyone of working age, is good for reaching passive candidates and effective for using targeted advertising. Twitter is good for reaching specific candidates because you can easily connect without sending a friend request. Another advantage is the ability to assess the candidate's personality so you know how to start a conversation with them.
Being a professional network, LinkedIn offers detailed information about us phone number list candidates, such as career history and education level. job seekers. In order to make the selection more effective, it is necessary to study the profile of the ideal candidate to determine which social network site he is most likely to spend time on. For example, if you are hiring a photographer, you will need to evaluate which platforms have the most photo content. Deciding which platform to choose requires common sense; in our example, it can be concluded that the photographer is more likely to use image-based platforms. But if you want some empirical evidence, you can take some of the leaders in the field you're hiring and see which platforms they perform best on. For example, photographer .
Theron Humphrey has 1.3 million followers on Instagram. thiswildidea twitter( Source) On the other hand, he has 8439 followers on his Twitter account. That's a big difference! thiswildidea twitter( Source) So if your ideal prospect was a photographer like Theron Humphreys, you'd want to choose the Instagram platform. 4. Engage your social media audience As the name suggests, successful social media recruiting needs to be social . Instead of passively posting an ad, you should engage with potential job candidates on various social media platforms. You have to monitor responses, ask questions and answer all job seekers' questions.
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發表於 2024-2-18 13:20:47