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Social recruiting has become an important method in modern recruitment, with many people sharing their professional profiles and activities online. Apps such as talentefinder allow companies to quickly access potential talent for their job vacancies and build relationships with candidates before formal application processes begin.
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ACTIVE SOURCING VIA SOCIAL MEDIA
Social recruiting refers to the use of social media platforms for recruiting employees. As a company, you can use platforms such as LinkedIn, Facebook, XING and talentefinder to find potential candidates, share job offers, interact with applicants and strengthen your employer brand.
Increase your reach by using social recruiting, connect directly with candidates and reach a diverse group of talent.
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YouTube, Instagram, LinkedIn, Facebook, XING - the list of social media platforms is long. talentefinder has joined the ranks and has quickly become one of the best apps for social recruiting.
The principle is as simple as it is ingenious: candidates and companies create meaningful profiles and can like or dislike each other. If there is mutual interest, a match is generated and real-time communication is activated in talentefinder.
The allocation of human resources is an important cost factor.
Investment in training for employees is necessary to improve their understanding and skills in social recruiting.
Using specialized tools and software for social recruiting can incur costs.
Companies can commission external agencies or service providers for a fee to use their expertise in social recruiting.
Implementing analytics tools to measure social recruiting success is critical and may require financial resources.
Creating quality content for social media channels may require external resources or internal labor for graphic design, video production, copywriting or interactive content creation.
Companies invest in advertising budgets for paid ads on social media platforms. The costs vary depending on the platform, target size, reach of the ads and the selected advertising objectives.
In its research on "Recruiting Trends 2018" the University of Bamberg paid particular attention to social recruiting and active sourcing. The survey of the 1,000 largest companies in Germany revealed that 75% rated the increasing digitalization of recruitment as positive or even necessary. Of the 300 largest German IT companies, 8 out of 10 respondents were even in favor of this.
Overall, more than half of the companies stated that they had now coordinated the use of social media with other recruitment activities. Companies emphasized that recruiters need to learn new skills in order to use social recruiting effectively.
Find out how you can make the change in your company with talentefinder:
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How can you generate maximum visibility for job vacancies and increase your chances of promising matches? We will show you how you can use our app optimally for recruitment.
Social recruiting funnels refer to the process of guiding potential applicants through various stages - similar to a marketing funnel. Through their active participation on talentefinder, companies can build an applicant pipeline, create awareness and motivate talent to apply. Even if there are no current vacancies, they can identify potential candidates, get them excited about their company and stay in touch.
Yes, social media has proven to be an extremely effective method for recruiting. Not only is the desired target group addressed directly with suitable job offers, but two-way interaction is encouraged and information can be kept up to date with ease.
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Advantages:
Reach and visibility: Social recruiting enables an enormous reach. For example, companies can use talentefinder to quickly and cost-effectively distribute job vacancies and events to a large target group.
Direct interaction with candidates: Through social media such as talentefinder, companies can interact directly with potential candidates. This enables more personal and direct recruitment.
Strengthening the employer brand: Social recruiting offers the opportunity to strengthen the employer brand by sharing insights into the company culture, which appeals to potential candidates.
Disadvantages:
Time and resources required: managing social media channels requires time and effort. Due to its dynamic nature, social recruiting can require continuous updating and interaction to be effective.
Oversaturation and competition: Due to the large number of job offers on social platforms, it can be difficult to stand out from the crowd. Competition for talent's attention is also high on talentefinder.
Potentially unqualified applications: Due to the wide-ranging nature of social recruiting, companies can also receive a lot of interest from candidates who may not meet all the desired qualifications. talentefinder counteracts this risk with the Swipe & Match system.
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