Social Media Recruiting: 5 Best Practice Examples
Traditional recruitment methods are increasingly being replaced by innovative approaches in the field of Social Media Recruiting complements and sometimes even replaces it. Companies use social media not only to communicate with their customers, but also to attract potential employees.
With creative campaigns on platforms such as LinkedIn, Instagram, Snapchat, etc., companies are able to strengthen their employer brand and specifically target those talents who best fit their corporate culture.
Below we take a look at some of the most successful social recruiting campaigns worldwide and show how big brands have revolutionized their recruitment through clever strategies in social networks. Be inspired by best practices that are shaping the future of recruiting.
1) Deloitte – “Will You Fit Into Deloitte?”
Platforms: LinkedIn, Facebook, Twitter
Details: Deloitte ran a personality test-based campaign where potential candidates could take an online test to find out if they would be a good fit for Deloitte. The test was shared on social media and accompanied by humorous and informative content that touched on the company values and work environment.
Success: The campaign generated great interest and increased the number of qualified applications. It also helped to better filter candidates and attract those who were a real fit for Deloitte.
Here you can find the interactive video
2) Starbucks – “To Be Human”
Platforms: Instagram, Twitter, LinkedIn
Details: Starbucks used a visually appealing campaign that told real stories of employees. Under the motto "To Be Human," images and stories of Starbucks employees were shared, presenting their experiences and career paths within the company. This helped to provide authentic insights into the company culture.
Success: The campaign received a lot of attention and led to a significant increase in the number of applicants, especially from people who identify with Starbucks' values.
3) L’Oréal – “Are You IN?”
Platforms: LinkedIn, Facebook, YouTube
Details: L'Oréal ran a global social media recruiting campaign under the slogan "Are You IN?" aimed at attracting talented students and young professionals. They used LinkedIn and Facebook to share videos showcasing life and culture at L'Oréal. The campaign also included interactive elements where candidates could answer questions and learn more about their potential role at the company.
Success: The campaign achieved a high reach and led to an increase in applications from highly qualified candidates.
4) Deutsche Bahn – “Not a job like any other”
Platforms: Instagram, YouTube, Facebook
Details: Deutsche Bahn launched a social media campaign to attract young talent and trainees. They used influencer marketing to authentically portray the professions and everyday working life. With the slogan "No job like any other", Deutsche Bahn reached a young target group through personalized content and targeted communication on Instagram and YouTube.
Success: The campaign led to a significant increase in the number of applicants and improved the perception of Deutsche Bahn as an attractive employer.
5) McDonald’s – Snapchat Geofilter
Platform: Snapchat
Details: McDonald's used Snapchat geofilters to target young candidates. They placed geofilters near their stores that were specifically tailored to potential applicants. The filters showed fun job-related graphics and encouraged users to apply directly from their smartphones.
Success: This creative campaign, aimed at a young audience, generated a large number of applications and increased brand awareness among younger employees.
How to create a successful social recruiting campaign yourself
A successful social media recruiting campaign is characterized by several important features. Here are the decisive factors:
Target group-specific approach
A good campaign uses the right social media that is actively used by the desired target audience. For example, LinkedIn is ideal for targeting professionals, while TikTok is often used to engage younger audiences.
The content of the campaign should be tailored to the needs, interests and motivations of the target group. This includes appealing images, videos or interactive formats that speak directly to the candidates.
Authenticity and transparency
Authentic portrayals of everyday work and company culture are crucial. Candidates want to know what to expect and appreciate honest, unvarnished content that offers realistic insights into the company.
Real stories from current employees talking about their experiences can build trust and position the company as an attractive employer.
Creativity and innovation
Creative, visually appealing content attracts attention. This can be achieved through humorous videos or interactive formats such as quizzes and games.
Unconventional ideas, such as using augmented reality or interactive videos, can increase engagement and make the campaign stand out from the competition.
Employer branding and value communication
A successful campaign conveys a strong and positive image of the employer brand. It shows the values, visions and working environment of the company and thus specifically addresses candidates who can identify with these values.
The campaign should make it clear what type of employees the company is looking for and how they fit into the company culture.
Clear message and call-to-action (CTA)
The core message of the campaign should be clear and to the point. The benefits of applying to the company must be clear.
Every campaign should have a clear call to action, whether it's asking people to apply, complete a test, or share the content. A well-placed CTA will help get the desired response from your target audience.
Measurable results and optimization
Successful campaigns rely on tracking and analyzing results. Success can be measured using metrics such as reach, engagement rate, number of applications and quality of candidates.
Based on the data, the campaign should be continuously optimized. This includes testing different approaches, content and platforms to achieve the best possible results.
Engagement and interaction
A good social media recruiting campaign invites interaction. Companies that actively respond to comments, questions and messages appear more approachable and build a stronger relationship with potential applicants. By building an engaged community, companies can retain talent in the long term, even if they don't respond to a job advertisement immediately.
Social media recruiting without having to take any action yourself – with flynne!
You would like to start a social recruiting campaign and attract new talent, but ...- Does your company lack the know-how to implement the campaigns?
- there is simply not enough time for it?
- Do you need support with sub-processes such as sourcing or potential analysis?
