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Why Facebook Should be your Next Recruitment Network


Why Facebook Should be your Next Recruiting Network

If you’re like the average American, you probably have a Facebook account. If you’re with a company (even a one-person organization), you probably also have a Facebook account, and if you don’t, you should.

According to Jobcast, about 66% of companies use Facebook as a recruiting network, compared to the 93% that use LinkedIn. While that’s still more than half of organizations, it means that more than 40% of organizations are neglecting one of the most powerful and largest social networks in the world.

I’m sure you heard a lot of stories about Facebook’s supposed impact on the 2016 US election…so, yes, Facebook is still a big deal, even in talent acquisition.

Why Facebook for recruiting? Well, for starters, it’s all about going where the people go, and the people are still on Facebook, just as they are on Twitter and LinkedIn. Because LinkedIn has grown into such a large recruiting network, it’s made up of about 87% of recruiters competing for only 40% of the talent pool. While LinkedIn has proven to generate results for many recruiters, a more efficient and successful social recruiting strategy would be to target multiple networks with each having a unique strategy.

How to Use Facebook as Recruitment Network

To get started, here are a few ways you can utilize Facebook for recruiting talent and take advantage of the large audience looking for engaging content.

  • Post Job Openings: This seems like a no-brainer. If you already post job openings on other networks, it shouldn’t take much effort to post them on Facebook too. For best results, include a photo or even a recruitment video to capture the attention of users scrolling through their feeds. This simple tactic can earn you a lot of interest with minimal effort.
  • Promote Culture: Whether you’re using the main company Facebook or a separate careers account, share behind the scenes moments with employees and show followers what the company is like in real life. Trying to recruit on Facebook (and other networks) is really about connecting with people, and the best way to do that is sharing stories and moments with real people to demonstrate the company culture and why it’s an ideal workplace.
  • Employee Referrals: Your Facebook account can also be used as an employee referral tool. When you share job openings, it’s easy for employees to both share the post for their own friends to apply or message you with a referral.
  • Facebook Groups: Much like LinkedIn has groups, Facebook does too. While some are more useful than others, you can immerse yourself in relevant Facebook groups and easily connect with people who fit your desired applicant qualities. This strategy is most effective for entry-level and young professionals rather than upper management and executives. It is also effective for reaching passive candidates who generally scroll past job postings.
  • Photos and Videos: Studies have proven that photos and videos perform best on most social networks and receive much higher engagement. If you scroll through Facebook today, you’re sure to see an abundance of images rather than text-only posts because that’s what users want to see. Incorporate relevant images (either internal or stock) into your Facebook posts to encourage engagement and sharing, and be sure to utilize photos and videos that reflects the company culture and overall brand identity.

No matter how you recruit on Facebook, try to include it as part of your social recruiting strategy to ensure you reach a wider audience that’s interested in what you have to share. Take advantage of networking opportunities within groups and nail down your target candidate types, and remember that photos and videos perform best on Facebook, so be sure to include graphics in many of your posts.

Of course, once you’ve gathered a qualified group of applicants, keep up the engagement by requesting that applicants participate in a recorded video interview. This not only ensures you can better locate the right person for the job but can help you build a better relationship with applicants without taking up your valuable time. After all, building relationships is what social networking is all about, but it doesn’t have to stop when the conversation moves off Facebook.


Holly Wade is the Marketing Manager at GreenJobInterview. She comes from the technology world with a background in marketing and public relations, where she specialized in content management, brand development and social media. Connect with Holly via LinkedIn: