In the United Kingdom there are 253,000 people listed on LinkedIn with the title ‘Recruitment Consultant’ somewhere on their profiles. In Poland there are only 12,000 people listed on Linkedin as Recruitment Consultants. But in Poland there are also Headhunters and Rekruters. Today we look at whether your recruiter should be a social media influencer.
Recruiters represent clients and candidates alike. Someone described the function that recruiters provide in the market as the glue that helps stick the different pieces together. Without recruiters the market wouldn’t operate as well.
It’s been sixteen years since Facebook surpassed Myspace as the most visited social media website. It wasn’t supposed to last long until the next big thing came along. And, in a way, things have evolved. Today Facebook is no longer the leading site for people to share information. Instagram, TikTok, LinkedIn and to some extent X, formerly known as Twitter, have taken over. Posting video, photo, or written content has become normal. With the advent of TikTok it has become even easier to become a social media influencer.
Should Recruiters be TikTok influencers?
The potential earnings of a TikTok Influencer are high. And the amount of demand for them on the market today is also high. Lots of companies are interested in engaging with a TikTok influencer to help build their online presence.
Life hacks, shorts, there are lots of reasons that people are using TikTok today. Especially Gen Z jobseekers who are in demand in countries across Europe. Just check the hashtags #hiring #recruitment or #recruiting for instance. There is a huge market for savvy recruiters to exploit.
Lots of newswires have extolled the benefits of recruiters getting onto TikTok. There are even specialist recruitment marketing agencies that can help with TikTok today. But it might not suit the needs of every recruiter to use TikTok. If you do want to delve further into the topic the UK Recruiter posted a good overview about using TikTok for recruitment purposes recently:
Should Recruiters be Instagram Influencers?
Instagram has double the monthly traffic that TikTok does. The same hashtags as in the case of TikTok like #hiring and #recruitment have been mentioned multiple millions of times. Dwarfing the number of times they are mentioned on TikTok. Millennials also feel much more at home on Instagram.
Recruiters have been posting content on Instagram since well before TikTok was ever heard of. And today this older generation continues to be the main difference between the two platforms.
Again, though, Instagram may not suit the needs of every recruiter. It can be a good supplemental avenue for candidate generation, but rarely the only one.
Should Recruiters focus on LinkedIn?
LinkedIn is far more important in a recruiter’s daily life than most other platforms. Some LinkedIn influencers will reshare the same content on multiple platforms for instance. An activity that has brought out several stars on the market like Taylor Desseyn, Talent Advocate at Gun.io, who is based in Nashville, Tennessee.
“Creating content is interviewing first round at scale,” Taylor believes. He has uploaded over 250 vlogs onto X so far. He also regularly uploads onto TikTok, LinkedIn and Instagram. Taylor might also use other platforms. Taylor is a social media influencer, and he is a great recruiter too.
On LinkedIn there are lots of active candidates, but unlike Instagram or TikTok, there are also many more active clients. The traffic might be lower than the other major platforms, but it is the more professional side of LinkedIn that makes jobseekers focus their efforts there.
And it’s exactly the professional side of LinkedIn that means that content there needs to be a little more strategic. Posts about IKEA job interviews or a person announcing they just changed their jobs might get a lot of traffic. But you can’t change jobs every week or write about IKEA job interviews all the time either.
One thing that is undeniable is that clients will check a recruiter’s profile and activity on LinkedIn rather than any other platform. And they want to know that the recruiter representing them knows how to manoeuvre social media. That they are popular and have an active audience that proves they are good with candidates. Especially know that more people are on social media than ever before.
Why Verita HR trains HR Projects Co-ordinators and why they are different from Recruiters.
At Verita HR we don’t employ recruiters, headhunters, or recruitment consultants. At Verita HR we often train and nurture HR projects co-ordinators instead. Most recruitment companies look to their recruiters to actively sell or canvas to new clients. At Verita HR we have chosen a different path.
“Recruitment is becoming journalism,” was how one of the team at Verita HR described the role of a HR projects co-ordinator.
Every week the recruitment team at Verita HR have a dedicated meeting where they discuss their social media activities. Latest trends in the market. And how high their LinkedIn social selling index is this week. The HR projects co-ordinators also actively help talent acquisition specialists who work on the client side when they post content. They share and like and follow their clients and the respective hiring managers. They create a community.
The building of their personal brand on social media replaces the sales function within Verita HR. Instead of trying to actively engage with prospective clients through traditional methods, the team use social media. Trainers are engaged from the market. Leaders in building social media marketing strategies. And the team have a highly skilled marketing function that helps them too.
Find out more about Verita HR and the way that our HR projects co-ordinators embrace content and social media. They are recruiters who are also social media influencers.
Get in touch with the experts. Get in touch with Verita HR.
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