The job market is in a weird place right now. Like every other recent change in the professional world, it’s due to the pandemic. I know, those are words you’re probably sick of hearing at this point and I don’t blame you. But the problem is real!
Workers and potential candidates either don’t want to work as they enjoy unemployment benefits or would rather work remote as a safety precaution. Current employees are also leaving their jobs or switching career paths altogether. It’s all over the place! That means that organizations and employers are doing everything they can to fill positions and hire talented candidates. We’re talking heavy incentives and anything else they can do for attention. You’ll start to notice that a lot more businesses are publicly posting their salary expectations and benefits these days.
That also means that leadership is going all in on their digital employer brand through career sites and social media presence. With more people staying home personally and professionally, your digital game is everything. Let’s be real, if you aren’t putting yourself out there digitally these days, you might as well not even exist. That’s just the cold hard truth. There are a lot of open jobs to be filled and no time to spare. It’s a real deal competition now!
Here’s a quick breakdown of why you need to aim your efforts towards career sites and social media marketing:
Career Sites
Like I said, a lot of people are staying home whether employed or not. Whether people are looking to re-enter the workforce or simply find another opportunity, they have a lot more time to search career sites. Sure, career sites have been been a thing for a while now. But for the past 18 months (and counting), more companies have been posting opportunities which means job seekers are hunting down the posts and weighing their options.
Obviously, you got your heavy hitters like Indeed, ZipRecruiter, Monster, CareerBuilder, and Glassdoor. As much as you’ll want to create a presence in places like those, you’re going to need some key components if you want to stand out from the competition. It really comes down to strong message delivery, engaging visuals, inspiring content, and emotional connection. Stick to those and you’ll garner some awesome talent. Oh, and you might want to include the salary, employee benefits, paid time off, and all that fun stuff. They’re going to want to know what’s in it for them.
Social Media Marketing
More time at home also means more time on social media. That’s right, even remote workers are taking the occasional Facebook break because they can. (Don’t pretend you don’t do it) You might as well capitalize, right? Get some paid ads out there to push your career offerings. Start putting together a few blogs for your website about what you do, why you’re so cool, or why candidates should work with you and not the competition. Also include stories about new employees and their experiences working with you. Once it’s published, throw that link into a social post. Candidates want security if they’re going back to work.
The heavy hitters here are Facebook, Twitter, Instagram, and LinkedIn. Believe it or not, TikTok is an up-and-comer to keep an eye on. You’ll want to hit those and more. Don’t let your social media profile pages fall by the wayside either! Spruce it up and keep it up to date. You need all eyes on you. The last thing you want to do is blend in with everyone else or go unnoticed.
I know. This is a lot of information to think about, but it’s important information. This determines if you sink or swim in 2021. Bringing in prime candidates means bringing up your digital employer brand and social media presence. If you do that, the rest will fall into place. Don’t worry, you got this!
