为了帮助您入门，我们的团队收集了 4 种在您的招聘工作中利用社交媒体的最佳方式。

1. 测试哪个频道效果最好

社交媒体渠道的机会是无穷无尽的，但请注意您如何在每个渠道上花费时间。不同的社交网络因不同的原因为您的招聘过程提供价值。例如，Facebook 可能是筛选适合文化的候选人的好方法，而 LinkedIn 最适合技能组合。一个网络可能会产生更高质量的候选人，而其他网络则致力于提升您的雇主品牌。

2 . 始终将雇主品牌放在首位

社交媒体是一种强大的工具，可以帮助您的候选人更好地了解您的公司文化。您如何在线与客户互动？现有员工对您的评价如何？现有员工在网上表现如何？贵公司在每个渠道上的优先事项是什么？您是思想领袖、斗志旺盛的初创公司还是历史悠久的公司？所有这些以及更多问题都可以通过不同的社交网络为您的候选人解答。这使您的人才库充满了合格的、适合文化的候选人。

3 . 不要因为个人资料而放弃面试

根据社会概况判断候选人很容易，但除非他们做了非法或道德上有问题的事情（例如，种族主义评论将是一个危险信号），否则您很可能没有形成意见所需的所有信息。想一想：有些候选人可能多年没有更新他们的个人资料。他们的个人资料照片是一个有趣的聚会。这并不意味着他们每个周末都聚会。因此，更加重视职业档案 (LinkedIn) 以及他们在那里管理自己的方式。在做出决定之前，与您有疑问的人进行面谈并了解全局。

4. 采取有针对性的方法 

社交媒体为全世界提供了大量关于我们每天生活和工作的人的数据。通过为需要填补的空缺职位创建有针对性的广告来利用这些数据。您可以选择按人口统计、位置等细分来定位您的工作。通过投放有针对性的广告，您更有可能接触到最适合该职位的候选人。此外，有关您的职位发布执行情况的数据将证明对未来调整元素很有价值。

您今天如何在招聘过程中利用社交媒体？

1. Test Which Channel Works Best

The opportunities are endless with social media channels, but be mindful of how you spend your time on each. Different social networks provide value to your recruiting process for different reasons. For example, Facebook may be a great way to screen candidates for culture fit, while LinkedIn is best for skill set fit. It's possible one network yields higher quality candidates, while others work to improve your employer brand.

2 . Always Keep Employer Brand Front of Mind

Social Media is a powerful tool that can help your candidates understand your company culture better. How do you interact with customers online? What are current employees saying about you? How do current employees behave online? What are your company's priorities on each channel? Are you a thought leader, a scrappy startup, or a long-standing corporate firm? All of these questions and more can be answered for your candidates through different social networks. This keeps your talent pool full of qualified, culture-fit candidates.

3 . Don't Forgo an Interview Because of a Personal Profile

It is easy to judge a candidate based on a social profile, but unless they have done something illegal or morally questionable (racist comments would be a red flag for example), chances are you do not have all the information needed to form an opinion. Think about this: some candidates may not have updated their personal profile in years. Their profile photo is of a fun party. That doesn't mean they party every weekend. So, put more weight on the professional profile (LinkedIn) and how they manage themselves there. Interview the people you have questions about and get the bigger picture before making a decision.

4. Take a Targeted Approach 

Social Media has provided the world with an enormous amount of data about the people we live and work with every day. Utilize this data by creating targeted ads for open jobs that need to be filled. You can choose to target your jobs by segmenting on demographic, location, and more.  By placing targeted ads, you are more likely to reach the candidates best suited to the position. Additionally, the data about how your job posting performed will prove valuable for tweaking elements in the future.

How do you leverage social media in your recruitment process today?