Social media … The one location you know for sure that your ideal candidate invests a long time daily. Knowing how to utilize social networks to source candidates has now become a core skill for recruiters. Running recruitment ads on these platforms can be a very effective method of discovering great prospects for your open jobs. But how do you start? How do you even run campaigns on different 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 post:

Building a candidate persona Running paid advertisements on Facebook and Instagram Paid promotion on Twitter Ads on Quora How to evaluate various channels
Where to begin your social recruitment advertising campaigns?

Recruitment marketing is more than just releasing advertisements and expecting the very best (while you could still just do that, we highly advise you not to). In order to make the most of your paid efforts, you require to begin by doing some research study. An excellent beginning point is to first create your candidate persona. A candidate persona is the recruitment version of a buyer personality (frequently used in marketing). It refers to your perfect target candidate for the task. The goal is to make the persona as practical and in-depth as possible. In order to make an excellent personality you will require to consider 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 prospect persona?

How to build your candidate personality.

1. Collect data

Your prospect personas must not be based on suspicion alone. In order to get an accurate candidate persona, you will require to gather some data. The very best way to collect information is to involve current employees and major stakeholders in the working with process. By sending some surveys or doing brief interviews with them, you can get a much better concept on your ideal candidate. After all, the workers are the ones that will have to work with the new hire. Their input is essential. Major stakeholders can include individuals like the department supervisor or group lead. They frequently know what they need in terms of abilities and experience and can offer you some valuable input into the ideal candidate.

Another way of collecting important information is to examine your hires in the past for similar jobs. This information can assist you to discover patterns amongst your previous successes which can be used to anticipate future effective hires. Some information points that you should search for in the assessment of your previous hires are:

- Demographic info