Social media can help hiring managers cast a wide net when attempting to staff an open position. There’s no doubt about this. But the way we approach social media is becoming an essential part of the process. Just using social media tools isn’t enough anymore. We need to use them correctly.

Here are few quick tips and considerations to keep in mind as you turn to social media and incorporate these resources into your talent management strategy.

Start with the Job Posting: Where, How and Who?

Your search for a talented candidate begins with the content of your job posting. Make sure your posting is specifically targeted to appeal to the kinds of applicants you’re looking for. What do these applicants want to see? What information should you include and what can you leave out? Should the tone be funny and lighthearted or intense and serious? To answer these questions, you’ll need to know where your candidates are and what they want. This means knowing which job sites they visit, how often they depend on mobile job search apps, and which apps they use.

Support Your Job Posting With Social Media Profiles, Blogs, and Your Website

Make sure your posting easily links back to your website, and make sure your website contains clear and easy to find job information. The job posting should also link to an actively maintained blog set up just for that specific position. Each open position should have its own blog, which should offer additional information about the job, video and multi-media presentations explaining more about what it’s like to work for you, and interviews with an applicant’s potential hiring manager and even coworkers.

Offer Linkedin Profiles for Managers and Company Decision Makers

Linkedin and Facebook should play strong supporting roles in the job posting process. First, make sure your Facebook business profile offers information about the position and a link to the formal posting (as well as the blog). Second, as part of your multi-media strategy, offer links to the Linkedin profiles of key players in the company, including the applicant’s potential boss and department head. Talented candidates often make decisions based on workplace culture and a company’s general reputation. These profiles can send signals to a potential applicant about how established the company may be and the opportunities for growth they may find here.

For more guidance on attracting a qualified applicant pool, contact the Houston TX employment pros at Expert Staffing and arrange a consultation. Make sure you take every opportunity to get ahead in the race for top talent.