Social media ... The one place you understand for sure that your perfect prospect spends a long time every day. Knowing how to utilize social networks to source candidates has now become a core ability for recruiters. Running recruitment ads on these platforms can be an extremely effective way of discovering good candidates for your open tasks. But how do you begin? How do you even run campaigns on various social channels? We understand that without a background in marketing this can all be frustrating. No worries though, we've got you covered!

What we'll cover in this short article:

Building a prospect persona Running paid ads on Facebook and Instagram Paid promotion on Twitter Ads on Quora How to test different channels
Where to start your social recruitment advertising campaigns?

Recruitment marketing is more than simply launching advertisements and wishing for the best (while you might still simply do that, we highly recommend you not to). In order to maximize your paid efforts, you require to begin out by doing some research study. A great beginning point is to first develop your candidate personality. A prospect persona is the recruitment variation of a buyer persona (typically used in marketing). It describes your perfect target candidate for the job. The objective is to make the personality as practical and comprehensive as possible. In order to make a good persona you will require to think of demographics, character, social circles, and interests. The objective is to make the persona as near to a genuine person as possible.

So how do you construct a candidate personality?

How to build your prospect persona.

1. Collect data

Your prospect personalities must not be based upon gut sensation alone. In order to get a precise prospect personality, you will require to collect some data. The very best method to gather data is to involve present employees and major stakeholders in the employing procedure. By sending out some studies or doing brief interviews with them, you can get a better concept on your ideal prospect. After all, the workers are the ones that will have to work with the new hire. Their input is crucial. Major employment stakeholders can include people like the department manager or group lead. They typically understand what they need in terms of abilities and experience and can offer you some important input into the ideal prospect.

Another way of collecting important data is to assess your hires in the past for comparable tasks. This information can assist you to find patterns amongst your past successes which can be utilized to predict future effective hires. Some information points that you need to search for in the evaluation of your past hires are:

- Demographic information