| Social Media
Competition for top candidates can be intense. That’s why you need to ensure that every recruitment tool you have at your disposal is maximized for best results. A case in point: your Facebook page. Is it living up to its capability? Here are a few tips that will help your Facebook page bolster your recruitment efforts:
Include photos that engage your audience
Posts that include photos are proven to be more effective at drawing the reader in. No need to purchase expensive stock photos. Grab your smart phone and take a photo that relates to your post. Or you can opt to use inexpensive royalty-free photos or no-cost public domain shots.
Mix up your content
If your posts focus solely on job opportunities, you’re missing the boat. You want candidates to know more about your people, culture, learning opportunities, advancement potential and benefits. Help candidates to understand the big picture of what your organization has to offer. Content can include:
Social media has provided recruiters a new world of possibilities for engaging and connecting with top healthcare talent. But without the right plan in place, launching a social media recruitment initiative through Twitter, LinkedIn, Facebook, Instagram and Pinterest or blogs can end up simply as another means to broadcast open positions, instead of helping you cultivate the kind of personal interaction that will help you get real results.
So, how do you “do this” and where do you begin? Join NAS Vice President of Client Services, Jennifer Henley, as she hosts a complimentary educational webinar sponsored by the Denver Area Health Care Recruiters Association (DAHCRA). During this interactive session, you will learn how to:
Free Educational DAHCRA Webinar Series
Topic: Social Recruiting Strategy Development and Implementation
Wednesday, June 20th, 2018
11am EST/10am CST
Social media marketing is a given for today’s recruitment marketing professional. Every recruiter or TA specialist knows the core platforms and has a strategy to engage in some way with candidates. However, every individual does things differently. We thought it might be fun to take a look at the three types of approaches NAS commonly sees among our clients. Maybe you’ll see yourself here!
The Worker Bee