Businesses are increasingly flocking to Facebook to leverage the massive marketing opportunity that is freely available on the world's biggest social networking website. There is, however, one business aspect that most companies fail to see its connection with Facebook-scouring for talent and hiring them. Only a very tiny fraction of all job placements are reported to have been done through Facebook because a lot of recruiters are still not aware of the potential power of the world's most trafficked website. Yes, Facebook has already overtaken Google in late 2010.
Let's take a look at the reasons why you should be on Facebook right now. For one thing, Facebook had a total of 901 million active users in April 2012, giving it the potential to be your biggest talent pool ever. Facebook also encourages a "let them come to us" recruiting strategy, allowing recruiters to attract only candidates who are interested in their job openings, as opposed to the "spray and pray" strategy that recruiters usually take on when they use online job boards. Another reason is the social networking giant's pay-per-click advertisements are way more affordable than paying a couple hundred of dollars to post on a job board.
Still skeptical? Take a look at these Facebook recruitment strategies and evaluate their results.
Use Facebook apps.
One promising app that can take recruiting to the next level is an app from SocialBios. It not only allows recruiters to post job listings on their page's job board tab, it also allows candidates to see if there is somebody at the company with whom they are connected or share common interests. They can learn more about the kind of people who work for the company, depending on their privacy restrictions, and send an inquiry to these people. The company's workers can then choose to refer the candidate to the hiring manager or completely ignore the request. Other tabs apps that could be useful are Job Magic and Work for Us.
Build a Facebook community.
Create a Facebook group based upon the industry you are servicing or a specific position. Little promotion is needed to build a community, but a commitment to share valuable information that the members of your group can find a lot of uses for. It is also important that you encourage your group members to participate in the discourse and share their own content. This is easier said than done for the inexperienced, but there are tested methods of soliciting user-generated content. Group-only contests that request users to share their stories, photos or videos are one such method. You can also post interesting or controversial articles and ask for people's opinion to start a healthy debate.
Reach a targeted audience.
Facebook's targeted advertisements allow you to choose exactly the kind of Facebook user who can see your job ads. For example, you can set your ads to appear only to female writers aged 24 to 30 and who live within 100 miles of Sydney, Australia. Or you can choose your ad to appear to all male and female online gamers aged 18 to 65. Heck, you can even choose your competitor's employees as your only audience, but you might not want to do that. The point is Facebook allows you to target candidates who might actually be interested in your job opening. That is a whole lot easier than sifting through numerous CVs sent in through the job boards by random people who are not suited to the job.
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