May 10, 2024

Tips for recruiting on Facebook

John Kim

Co-founder @ Paraform

In this blog

Building your brandTargeted SourcingEngagementOptimize

Facebook is often overlooked as a recruiting tool, but data suggests that it’s a top 3 site that employees visit for more information on a company.

The social media platform comes as a much cheaper alternative to LinkedIn’s packages and offers a treasure trove of potential tech talent waiting to be discovered.

Here's how to leverage Facebook's power to attract the best and brightest minds to your company:

Building your brand

First, set up a Facebook page for your recruitment business. Use the same details as your LinkedIn page.

• Create a Facebook page: Create a business (company page) for your recruitment business.Include your ‘About us’, company culture, mission, and team through engaging content (photos, videos, employee spotlights).

• Humanize your brand: Share employee stories, behind-the-scenes glimpses of projects, or fun team-building activities.

• Post content: Establish yourself as a thought leader and make sure you’re posting relevant content daily. You can host Facebook Live events or Q&A sessions, create video ads for the latest jobs, and publish thought leadership content such as career advice, industry trends, or relevant news stories

Targeted Sourcing

You can actively source out new candidates who may or may not be looking for a new role.

• Facebook Groups: Join relevant tech communities and groups based on location, programming languages, or areas of expertise. Participate in discussions, engage with potential candidates, and subtly showcase your company's offerings.

• Facebook Ads: Utilize Facebook's powerful advertising tools to target your ideal candidate. Leverage demographics, interests, and skills to ensure your job postings reach the most relevant tech professionals.
  Pro tip: When using Facebook ads, you may want to learn how to set up a landing page form so you can capture candidate contact details.

Engagement

• Respond to Comments and Messages: Actively engage with anyone expressing interest in your company or job postings. Promptly answer questions and demonstrate genuine interest in potential candidates.

• Run Facebook Live Events: Host live sessions where your tech team discusses company projects, new technologies, or career paths at your organization. This format fosters a more personal connection with potential candidates.

• Organize Facebook Contests: Run interactive contests related to coding challenges, industry trivia, or creative problem-solving. This attracts tech talent and generates buzz for your employer brand.

Optimize

• Integrate with Your Career Page: Make it easy for interested candidates to learn more and apply for positions. Link your Facebook page to your careers page or include a call to action within your job postings.
  
• Track and Analyze Results: Monitor the performance of your Facebook recruiting efforts. Track metrics like engagement, click-through rates, and applications received. Use this data to refine your strategy and maximize your ROI.
  
• Multi-Platform Approach: Don't rely solely on Facebook. Combine Facebook recruiting with other channels like professional networking sites, industry events, and targeted online job boards.

By establishing a strong employer brand on Facebook, leveraging targeted sourcing methods, and prioritizing candidate engagement, you can transform Facebook from a social platform into a powerful tech recruiting tool.

Remember, the key is to showcase your company culture, attract talent with engaging content, and build genuine connections with potential candidates.