To retain the best minds in their organization, it seems as though employers are throwing around perks like confetti and doing everything they can to keep employees in their office. However, you don’t need to have shiny, useless amenities to attract the brightest stars. You just need to hire the right people for your company. Oh, and you need to have an awesome, authentic company culture. Here’s how social recruiting can help you build your dream team by showing off your workplace brand.
You may not realize this, but you're building your employer brand every single day. When you talk to a friend about your awesome flexible work schedule, or when you complain to your spouse that your office is too noisy - you've shared a piece of your culture with them. Every person you talk to about your work environment spreads a message about who your company is and how they treat their employees. Social media is no different.
3 Ways To Use Social Media To Recruit A Facilities Management Team
Here's how to be sure you're sending the right message so your dream team comes to you.
Encourage Your Employees to Talk
Don't forget about your brightest resource, your current team! No one knows you like the people working for you already. Be sure to encourage social sharing about the happenings at your office. Also, if they're open to it, have employees share current job listings on Facebook or LinkedIn. This will help spread your reach to qualified candidates who may not be following your page. Candidates are much more likely to consider a job opportunity if they know a person already working for that organization, or if they hear positive talk about the company from people they trust.
With this also comes responsibility. Make sure your team's overall message is consistent. In today's post-recession economy there really isn't such a thing as an "active" and "inactive" candidate. Everyone is on the look out for what's out there all the time, especially the Millennials. The message you're sharing is so important, the message your employees are sending out about your company is even more important.
Share Your Company’s Culture Often
That holiday party everyone was raving about for a week after? Post photos from the event. Did your office recently have a competition for bringing the best cookies to the office? Share that on social too. The little quirks that make your workplace, yours are what people want to see. They want to know the type of people who stick with your company, and how they interact with each other. Candidates are more likely to apply to your company if they get a sense of who you are as a brand.
Consider this statistic, 69% of candidates are more likely to apply to a job if the employer actively manages its employer brand. Not sure what to start with? Here are some ideas to help get the ball rolling:
- A Day at Your Office: Take a few photos during the day around your workplace, maybe focus on any daily rituals people participate in, or the afternoon Mario Kart break.
- Industry News: Show you're keeping up with what's going on in your line of work. Maybe share news articles or blogs your marketing department has written on the latest and greatest in your field.
- Workplace Events: That office pot-luck next week? Don't forget to take pictures! Be sure to share moments of your employees getting to know each other, whether it's kickball after work or volunteering.
- Employee Bios: Everyone likes to be the center of attention once and a while! Have a weekly or perhaps monthly "about me" post featuring one of your current employees.
Use Systems Already in Place
Adding some of these items mentioned above to your social strategy can help your potential candidates not only find you, but learn more about you. Also, a study from Glassdoor revealed that 2 out of 3 current employees say their company does not know how to use social media to promote job openings even though 79% of candidates are likely to use social in their search. But what if you don't have someone running your social media? These simple tips can help when you have to juggle social recruiting with other responsibilities.
Looking for an administrative assistant in the Bay Area? There’s a group for that. LinkedIn has over 2 billion active groups (yes, billion) and many of them are full of active job seekers just looking for a place to take their talents! If you regularly recruit for a certain type of candidate, join a group and periodically peruse through the posts, or if you’re hiring at the time make a post of your own. Be sure to include a link on where they can learn more (like your website) or an application page.
You can make one of these and schedule it to be posted every few days to reach the greatest amount of people. It only takes a few minutes, and can be set up to direct job applicants directly to your website application or to a page with more information. If you need help setting one up, check out this blog post that explains it step-by-step. Also, be sure to read up on all of Twitter's recent updates here.
Post Your Company's Job Page
This is the bare bones minimum of things you can do, but it shouldn't be forgotten! If you absolutely don't have the time to peruse job groups or to post to your company's social media regularly, at the very least you can post your job openings section of your website. Encourage people to share the post, and be sure to include a photo in the listing! Posts with photos get 3X the engagement compared to posts without images.
If you don't have any current openings don't discourage people from still sending you their information! Be sure you have an active "career page" on your website that you share on your social pages. You never know when someone will unexpectedly leave your company, and you may need a replacement fast. It's always a good idea to have a group of people you know you can contact if this happens to your facilities management team.
Social media has taken many roles in the professional landscape, but one thing is certain, it's not going away any time soon. Start small, and work your way up to branding your company through social on a regular basis. Keep in mind the entire process is a learning experience, and what works for one company may not work for yours. Whatever your approach, be sure your company's personality takes center stage.