Social media ... The one location you understand for sure that your ideal prospect spends a long time on an everyday basis. 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 a very effective method of discovering great candidates for your open tasks. But how do you get going? How do you even run projects on different social channels? We understand that without a background in marketing this can all be overwhelming. No concerns though, we have actually got you covered!

What we'll cover in this short article:

Building a prospect personality 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 advertisements campaign?

Recruitment marketing is more than just releasing advertisements and hoping for the very best (while you could still simply do that, we highly recommend you not to). In order to take advantage of your paid efforts, you need to start out by doing some research study. An excellent beginning point is to very first create your candidate personality. A candidate persona is the recruitment variation of a purchaser personality (often used in marketing). It describes your perfect target prospect for the job. The goal is to make the persona as reasonable and comprehensive as possible. In order to make a good persona you will need to think of demographics, character, 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 prospect persona?

How to develop your candidate persona.

1. Collect data

Your prospect personas should not be based upon gut feeling alone. In order to get an accurate candidate personality, you will require to gather some information. The very best way to gather information is to involve present staff members and major stakeholders in the hiring procedure. By sending out some surveys or doing short interviews with them, you can get a better concept on your ideal candidate. After all, the staff members are the ones that will have to deal with the new hire. Their input is crucial. Major stakeholders can consist of individuals like the department manager or group lead. They frequently understand what they require in regards to skills and experience and can offer you some valuable input into the ideal candidate.

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

- Demographic information