With all the recent technological advancements and innovations whether in the product sector or management sectors. Social media marketing is proving itself as one of the game-changers for all professionals, individuals, and all business sectors.

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The benefits of social media for Employment
Agencies
With all the recent technological advancements and innovations whether in the product sector or
management sectors. Social media marketing is proving itself as one of the game-changers for all
professionals,individuals,andall businesssectors.Ithasmade a180-degree change inthe perspectiveof
every marketer and customer. Social media has made it easy and more effective when it comes to
networking, research, purchase decisions, and business outcomes.
Socializing,communicating,andexpressingviewsare all possible throughsocial media.Usingsocialmedia
to identify qualified individuals and establish genuine connections can help with recruitment. Every
internet user, onaverage, hasmore than5 social media accounts,including those on Twitter,LinkedIn,
Facebook, and other platforms.
Here are some of the facts that you should know as a recruiter if you are not using any social media
platforms as one of the major parts of your placement or recruiting strategy:
● Accordingto a TOI report,92% of businessesalreadyuse social mediaforhiring.
● Accordingto a surveybyASSOCHAM,nearly68% of interviewerslookata person'sLinkedIn,
Facebook,orTwitterprofile before makingaselection.
● The most favoredsocial mediaplatformforhiringtalentisLinkedIn,whichtopsthe list.
● Since there are already42 millionLinkedInusersinIndia,anycompany'sstrategicplanmust
include it.
How is social media helpful for recruiting?
With ever-increasing demandby recruiters andemployers, using social media platforms like LinkedIn,
Facebook, andTwitter forposting the requirements andapproaching candidatesand organizationshas
become easy, time efficient, and also profitable. Recruiting consultants regard social media as a key
contributor to their process and are an essential factor in it. It has contributed to and helped in every
aspect of acquisition and hiring. Whether it is sourcing, initial screening, setting up or managing
interviews, orgetting references.Social networkingis abrilliant andpractical tool for empoweringthe
process.
Maintec Technologies Pvt Ltd
IT Staffing | Training Services | Hire, Train & Deploy
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It enhances brand image:
With millionsof userson Facebook,Twitter, Linkedin,Pinterest, andGoogle+, yourfirm's visibilitywill
undoubtedly improve, as will the exposure of the vacancies, which will be seen by many eligible
individuals.Additionally,itwill demonstrate tothe virtual audience thatthe businessiskeepingupwith
social networking trends.
It is cost-efficient:
The recruiting-relatedoperational expensesare reducedcomparedtootherconventional jobadverts.A
business might use the money saved by not using traditional recruitment channels to fund the
development of social media recruitment methods and other campaigns.
It raises hiring standards:
Social media-aware individuals are seen as early adopters and are in high demand on the job market
nowadays since they are seen as more technically astute and creative.
It provides a chance to contact passive applicants:
When theycome acrossan intriguingjobadonline, candidateswhoaren'tactively lookingforwork(so-
called"passive candidates") mightthinkaboutchangingtheirpositions.Candidateswhoyoumaynothave
foundandwhomaynothave foundyouusingotherconventional recruitmenttactics couldbe contacted.
It boosts recommendations:
Why notincorporate references intothe hiring processif they are successful in business?Usingvarious
social media platforms to disseminate the news about available employment opportunities is a very
effective strategy.
Gives Opportunity for Participation
Imagine a brand thathas worked hardto build its followingon social media,even employing toolslike
Growertodoso,butisnowfindingitdifficulttointeractwiththe fansithasamassed.Anannouncement
of a job opportunity on social media can help a brand like this.
Yoursocial mediapage receivesgreaterinteractionasinterestedpeople lookformore detailsaboutthe
jobopportunity.Otherswill share withtheirfriendsandfollowers,while still otherswill sendyouadirect
message to your mailbox. Some interested parties will post in the comments section.

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These discussions keep your page alive and present you with a chance to interact with possible hires.
Some of these are folkswho,if youhadchosenanotherrecruitmentplatform, wouldneverhave applied
forajobatyourorganization.Some of these social interactions,accordingtorecruiterswhoknowhowto
make the most of social media's recruitment prospects, are superior to one-on-one interviews.
In anycase,youcan speakwithavariety of possible applicantsover the phone andonly call aselectfew
tocontinue the conversationinpersonatyourcompany'slocation.Additionally,there are several social
recruitmenttoolsyoucanutilize tomake the processquickandstress-free.These include LinkUp,Jobvite,
Bullhorn Reach, Work4 Labs, and Jobcast.
Advice for using social media to post job listings:
● Be precise.Social mediausersscanquicklyandrarelystopto readactual posts,soyour
marketingneedstogetitspointina snap.
● Include all pertinentdetails.Similartothis,social mediausersfrequentlyhesitate toclickon
linksthatleadto additional information,sobe sure thatcrucial informationlike payandjob
criteriaisall includedinthe postitself.
● Promote yourbrand ratherthan justa job.You have the opportunitytoshowcase yourcompany
culture throughadvertisingonsocial media, somake anefforttodoso in yourpost.
● Selectthe appropriate audience.A jobannouncementshouldn'tbe preciselythe same on
TwitterandFacebook;instead,itshouldbe placedwhere the relevantcandidateswillsee it.
Also,make sure to customize your advertisementforthe platformyou're utilizing.
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