Social media ... The one location you understand for sure that your ideal candidate spends some time daily. Knowing how to use social media to source candidates has now become a core ability for recruiters. Running recruitment advertisements on these platforms can be a really efficient way of finding great prospects 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 concerns 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 promo on Twitter Ads on Quora How to test different channels
Where to begin your social recruitment advertising campaigns?

Recruitment marketing is more than simply releasing advertisements and hoping for the very best (while you could still just do that, we strongly encourage you not to). In order to maximize your paid efforts, you need to start by doing some research study. A great beginning point is to first develop your candidate persona. A prospect persona is the recruitment version of a purchaser personality (typically utilized in marketing). It refers to your ideal target prospect for the job. The objective is to make the personality as sensible and comprehensive as possible. In order to make an excellent persona you will need to believe about demographics, personality, social circles, and interests. The objective is to make the personality as near to a real person as possible.

So how do you construct a candidate personality?

How to develop your prospect personality.

1. Collect data

Your candidate personas must not be based on gut feeling alone. In order to get an accurate prospect persona, you will need to gather some information. The finest way to collect information is to include present staff members and major stakeholders in the employing procedure. By sending some studies or doing short interviews with them, you can get a better concept on your ideal prospect. After all, the staff members are the ones that will need to deal with the brand-new hire. Their input is vital. Major stakeholders can include people like the department supervisor or team lead. They frequently understand what they need in terms of skills and experience and can provide you some important input into the perfect prospect.

Another method of gathering valuable data is to assess your hires in the past for similar jobs. This data can assist you to discover patterns amongst your previous successes which can be utilized to predict future effective hires. Some information points that you must look for in the evaluation of your previous hires are:

- Demographic information