You donโ€™t need a memo from Captain Obvious to see that just about everyone has a profile on a variety of social networks these days. Whether it be Facebook, Instagram, Twitter or even YouTube, current user stats are more staggering than you may think.ย 

According to the Pew Research Center, โ€œRoughly two-thirds of U.S. adults (68%) now report that they are Facebook users, and roughly three-quarters of those users access Facebook on a daily basis. With the exception of those 65 and older, a majority of Americans across a wide range of demographic groups now use Facebook.โ€

The intuitive reach of social media creates an ideal opportunity for businesses and recruiters to interact with job seekers. Targeting specific demographics and age groups has become amazingly easy.ย 

Social media slyly creates a sense of safety for the user. Even if that is something of an illusion, it does do a great job of constructing an environment where people are more apt to engage, skim content and interact with ads or relevant information. I took the liberty of organizing some helpful tips and talking points to mull over so you can carefully plan your approach.ย ย 

  • Create an Inspirational Hiring Story – Everyone has a story. Whether youโ€™re a recruiter working for a larger company or youโ€™re at the helm of your own recruiting company, you should take the time to create an inspiring hiring story to grip the hearts and minds of job seekers. Millennials and young professionals love sincerity. As Iโ€™ve spoken about in previous blogs, one of the keys to hiring millennials and bright minds is to show a genuine interest in who they are. The best way to establish trust and build professional online relationships is to share your story in a way that will inspire the reader. Extend your values, your expectations and what you have to offer as a recruiter or company. 
  • Hashtag Your Way to the Perfect Match – Cut through the chaos and get straight to the prized recruits. Hashtags are a simple and effective way to spread your message to particular industries. For example, including hashtags like #python or #devjobs when you post on Twitter or Instagram can potentially get the attention of candidates in those fields. 
  • Get Specific – The best thing about Facebook these days is that it caters to those wanting to target a specific group of users. You can target people by interests, profession, age and location. You canโ€™t get much more exact than that. This method also works in the opposite direction as well. Use filters to weed out those that arenโ€™t of interest. 
  • Youโ€™ll Save Money! – This may not be at the top of your priority list, but hey, if you can save a buck, why not? For the most part, social media recruiting is FREE. 
  • Linkedin Recruiter – Not that this is a strategy per se, more so a tool, but it was worth mentioning. Linkedin realized how powerful recruiting online could be and thus created their own social media recruiting platform called Linkedin Recruiter. They have gifted businesses and recruiters with amazing filters so they can zero-in on candidates by location, skills, experience, age and education. 

I cover a bit about social media in my e-Course, โ€œThe Millionaire Recruiterโ€. As a professional recruiter, I know that recruiting candidates over social media can most definitely work and be good for business. But tread carefully my success partners in crime. Finding the right candidates requires a consistent strategy and being smart with each step you take.

The Millionaire Recruiter is a leading resource for seasoned recruiters, and those interested in becoming executive recruiters. Learn how to be a long-term asset to candidates and clients. My e-Course can help you find new business, assist clients with open positions, and show you how to make money recruiting millennials. 

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