These days, followers are not everything on social media as they once were. Instead, engagement is the golden standard every company should aim for when analyzing their social media metrics. When it comes to attracting and retaining talent, the real goal becomes all about getting your social media channels to look authentic, “fun”, and reflective of a great culture where all young professionals want to work. It can’t be that hard, right?
When we work with clients or speak to a room of senior leaders, we share one major factor in attracting and sourcing talent through social media: it doesn’t have to be only on LinkedIn.
In fact, it can be achieved through other channels where young professionals spend their time.
After we mention this, we are sometimes met with blank stares or some opposing views, but we promise you, there’s a science behind it. Let’s walk through it, shall we? Here are some initial steps to take if you want to grow your social media audience with engaged talent in the groups you are looking to attract and source.
- Identify who your target audience is. Are you sourcing talent on social media because you’re looking to hire young professionals? Great! If not, you might want to reconsider sourcing using social media (outside of LinkedIn).
- Once you establish this, create a social media persona of the targeted audience. For example, if the audience is GenZ members that are interested in or already working in the healthcare field, consider looking into where they spend their time. Perhaps it’s local university alumni groups, universities, local organizations like the Chamber of Commerce, community service organizations, brands that your audience persona would be interested in, etc.
- After you create your list, Follow or Subscribe the organizations or companies from above and start cultivating relationships on channels like Instagram, TikTok, and YouTube. Again, use the persona of your target audience and engage with them via these audiences.
- Track where you’re following and who you’re engaging with, then check in quarterly to look for patterns and if your goals for attracting and sourcing talent are being met.
You might be wondering who the key players are for this type of work, and it’s a great question. We recommend getting both your HR and Marketing teams involved because this involves the entire team.
After practicing this and adjusting based on your metrics, you can see results in your hiring process within 3-6 months, but it takes time. Having the right team in place can make a huge difference.
Did you like this week’s post? Then you might like these posts below.
Free Report: What You Can Expect from The Current State of Young Professionals
How To Keep YoPros Engaged In The Workforce
How to Remedy Generational Communication Barriers
What’s Next?
For innovative organizations seeking to hire, engage and retain YoPros, our consulting and coaching arm will partner with you to create a captivating culture where prime candidates thrive long term. To learn more about how our services can help you uncover the power of social media in recruiting and retaining young professional talent, schedule a discovery call today!
