How Frequently Should You Be Posting On Social Media?


How Frequently Should You Be Posting On Social Media?

Four point eight billion.

That’s how many people today use social media. This translates to nearly 60 percent of the world’s total population and almost 93 percent of all internet users. In addition to vast personal usage, social media has become integral to virtually every area of business operations – and recruitment is no exception.

Social platforms can be used not only to bring awareness to your company, but also to host your job listings, reach out to targeted prospects, have your current employees and others suggest people and tag you via their own posts, and research candidates.

In short, social has changed the recruiting game.

More Proof in the Numbers

In a recent Monster survey, 65 percent of respondents said they would be open to hearing about a new job opportunity if they heard about it from a personal connection in their social network. Results of related studies show that:

  • Seventy-nine percent of job applicants use social media in their search.
  • Eighty percent of employers feel social recruiting helps them find passive candidates and 70 percent have successfully hired via social media.
  • More than 50 percent of college graduates used LinkedIn – and 40 million people look for jobs there each week.

Strive for Quality and Frequency

Word of mouth has always been a powerful recruitment marketing tactic. And while personal and face-to-face recommendations are irreplaceable, the present and future fact remains: that word is spread constantly and with growing reach and impact via social sites.

Proactivity is critical. The more quality content you post, the more successful you’ll be in reaching desired talent. Three to six posts per week is a good rule of thumb.

Consider these additional benefits:

  • Cost savings: Various studies report that the cost of hiring a new employee can range from approximately $4,000 to more than $7,600. And a report by the Society for Human Resource Management (SHRM) shows that it can take 50 to 60 percent of an employee’s annual salary to replace them if they leave. Much of these costs – as well as those associated with job ads, job boards and more – can be avoided using social recruiting.
  • Brand enhancement: Using a strategic social media approach, your recruitment team can both benefit from and contribute to strengthening your image and reputation as a leading employer.
  • Ongoing talent relationships: Effective social recruiting starts with zeroing in on the right candidates and convincing them to apply. Never miss an opportunity to engage with talent, reach new audiences, and maximize your reach. For instance, if a LinkedIn profile seems like a good fit, reach out directly via your professional social sites and invite the person to apply for your job. Regardless of their initial response, nurture that relationship. After hiring someone, encourage them to post about their role themselves and tag your page as they do so.

Contact Haley Marketing for additional guidance on how to improve the impact of your social recruiting efforts. We can get you started today, with a free 30-minute focus call.

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