This is where a solid recruitment marketing strategy does the heavy lifting. Maintaining an active social media presence with an eye toward employer branding and talent acquisition, updating your profile or company page on sites like linkedin, indeed, and glassdoor with relevant and engaging photos and videos, and ensuring your website speaks to “what you offer” to potential employees (rather than just your accolades or recognition as an employer) will not only pique the curiosity of the passive job seeker, but will also ensure that you remain top of mind when that job seeker decides to actively enter the employment landscape.
In hires comes from social mediaaccording to a recen kazakhstan telemarketing data study by clutch, in hires in today’s job market come directly from content, engagement, or interaction between a recruiter and a candidate on social media. the proliferation of social media in sales and marketing and employer branding strategy, but let’s examine a couple of reasons why of hires today come from a social media platform:ease and speed of communication between a recruiter and a candidate: whether via text messages on twitter or messenger on facebook, recruiters and candidates can communicate faster and from anywhere in the world at any time.
Gone are the days when there were no more emails or messages to return by pm. Today, potential candidates (especially those in high-demand or niche industries) expect recruiters to contact them on platforms or digital spaces where they are already present.Cost-effectiveness : let’s look at the cost to a recruiter or company of maintaining an active social media profile: that’s right, zero. Hiring teams communicate with top talent and leverage social media, thereby reducing costs and increasing efficiency.