The majority of recruiting needs can easily be met via social media or similar online avenues. As far as recruitment methods go, social media campaigns are indispensable – as long as you’re implementing them correctly. When starting a recruiting campaign, it’s highly beneficial to develop an efficient strategy and keep a close eye on key recruiting metrics. Doing so will allow you to monitor engagement from the get-go. It can be hard to come in late and try to figure out how effective your recruiting methods have been. Understanding beforehand what you need to look for and realising all the adjustments you may need to make along the way will create the perfect recruiting funnel, maximising your potential and delivering you dependable results.
Watch Your Visitor Sources
Ideally, you’ll be using several platforms to draw in recruits. YouTube, Facebook, Twitter, and LinkedIn are the easiest choices for recruiters and they also provide you with a decent number of potential recruits. Look at where your visitors are coming from. If, for example, your Facebook page is bringing you the most potential recruits, whereas all the other social media and job boards fail to deliver, strengthen your Facebook strategy. In addition, carefully analyse what you’re doing on Facebook, and apply similar methods to your other networks. If you aren’t seeing success on a particular network, you may want to consider cutting it from your itinerary and focusing on the platforms that are working well for you.
Measure Reach and Engagement
Most social networks will show you how many people have been exposed to your post, and how many of them were actually engaged. Many job boards and social networks like Facebook show you the number of people who have simply seen a post, in addition to how many people reacted to it in the form of clicking and commenting. These statistics and insights allow you to efficiently measure click-through-rate (CTR) of your job postings. If the CTR of your postings is high, it means you have successfully grabbed the attention of job seekers and can expect an influx of recruits. If it is low, your postings have failed to engage the audience and changes are necessary. Try rephrasing your job descriptions, use different calls-to-action, and observe what your competition is doing to create more engaging posts.
Compare Efforts to Acquisition
During an active campaign, how many followers are you drawing in? This not only includes people who actually become valuable recruits, but also people who have voluntarily connected to your profiles. You may be paying for advertisements, promoted posts, or sponsored posts. How many hours of manpower a day go into managing your social media profiles? In order to create an efficient campaign, all these factors have to be taken into consideration.
How Much is it Costing You Per Recruit?
Add up all your recruitment costs, including the marketing of your campaign, the labour costs for having an individual or a team managing your social media profiles, the capital which has come out of your budget for paid exposure, and all the other expenses connected to obtaining new talents for your company. Having done that, divide this amount by the number of recruits you’ve actually acquired to receive cost-per-acquisition (CPA) value – one of the most important metrics you should be concerned with when recruiting. You need to know how much one recruit is costing you in order to create a balanced budget. If the final figure isn’t feasible, it’s time to go back to the drawing board and envision a strategy that’s comfortable and cost-effective.
Set Up a Survey
Once you’ve driven enough people in, direct them to a survey. Offer this survey to all applicants, including applicants you haven’t hired. Ask them how they’ve heard about you, and on what networks they’re connected to you. Invite them to evaluate your campaigns. Always leave room for additional comments. Incentivising the survey will make people feel more inclined to take it, but many people will be glad to do so regardless.
Like with most recruiting campaigns, you may need to tailor your strategy to fit specific stages of the recruitment process. If you find that certain content isn’t working for you, don’t give up. Look at what your competitors are doing and craft a more competitive strategy.
Simone Smith writes for Online Courses Australia, usually sharing her knowledge and stories about business growth and personal improvement. In her free time, she enjoys reading books for entrepreneurs or spending time working out.
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