The Power of Social Job Sharing

The Power Of Social Job Sharing

In recent years, social job sharing has shifted from a nice-to-have strategy component to a need-to-have component. Largely due to the fact that nearly 50% of the current workforce is digitally native in other words, half of the workforce no longer remembers a time before the internet. And, where do all these digital natives search for jobs? You guessed it, social media. That means that if you haven’t added social job sharing to your recruiting strategy you could be on the fast track to being left behind. And, it’s no wonder that with nearly 4 billion social media users worldwide, social job-sharing has become a powerful tool to reach the most desirable candidates. That’s why we wanted to take the time to share with you the power of social job sharing and give you insight into how it can help you source the best candidates for your open positions. 

What is Social Job Sharing?

Social job sharing is the process of sharing your open job positions across social media channels to engage and attract a higher volume of both active and passive candidates. When utilized properly social job sharing turns every member of your team into a recruiter and every person who sees your job into a potential candidate. 

Why Use Social Job Sharing for Recruitment?

Job sharing statistics

Share this Infographic On Your Site:
Please include attribution to this graphic. Direct image link.

The average Facebook user has 338 friends on the platform and an additional 31,000 people in their extended network and 35% of the user’s audience see each post. Translation? If just one of your employees or recruiters shares your open job listing on their Facebook page, it could be seen by up to 10,850 people. And, the stats are similar for Linkedin and Twitter with the average Linkedin user having 400 first-degree connections and an average of 9,000 second degree connections, 100% of which see user content.  For Twitter, the average user has 707 followers, and again, 100% of the audience can see user posts. So to sum up, #thatsalot of exposure. If each job post was shared to all three platforms it totals out to an average of 20,557 people seeing your open job. But, if you need more incentive than that, read on for more.

Why you need social media in your recruiting strategy

Gain Trust and Increase Relevance

When it comes to word of mouth, people tend to trust those closest to them first and foremost. Studies show that when it comes to employer branding employee voice is trusted 3x more than corporate messaging. This word-of-mouth posting is referred to as “earned media” because the person who is sharing has already earned your trust. In fact, 83% of people are more likely to trust a recommendation from a friend or family member online! And, that’s a statistic you can bank on when it comes to the hunt for talent! 

Let’s say, a qualified candidate is scrolling through their Facebook Newsfeed and notices that one of your employees (their friend) has posted a job. That candidate is as much as 85% more likely to click on that job, even if they are a passive job seeker. After all, it’s a job at a company that their friend not only knows about but can also vouch for as an employee. Plus, if they have any questions about the job, the culture, or the company in general, they have a direct, trustworthy reference that is only a message away.

Social Job Sharing Statistics 2

Share this Infographic On Your Site:
Please include attribution to this graphic. Direct image link.

Increase Your Reach 

One of the best parts of social job sharing is that when employees share jobs, not only do those posts result in higher quality applicants, it also reduces the time and effort your recruiting team uses in sourcing. However, this referred talent will only make up a small percentage of your overall applicants, and sometimes a small, selective group of candidates won’t help you fill all of your open positions. So how do you scale your sourcing without sacrificing the quality of your candidates? 

The answer is passive candidates. Passive candidates are those who are not actively looking for a new job but would be open to making a change if the right opportunity were to present itself. According to one LinkedIn study, 70% of the workforce is made up of passive candidates. Passive candidates are a great opportunity for companies to bring in people who specifically want your job, not just a job, and social job sharing makes finding passive candidates easier. 

Scale Your Recruiting Message 

Even with social job sharing, hunting for the best of the best can still be a time-consuming process. But, it doesn’t have to be. If you want to truly leverage and scale the trust and relevance that comes from recruiters and employees sharing your open jobs, then you need to automate the process. With automation, you can easily increase recruiter productivity, employee engagement, and ultimately, candidate flow. Automation gives employees the tools to share jobs with their friends and recruiters the tools to share jobs with their connections automatically. 

Ultimate Recruitment Marketing Checklist

Make Social Job Sharing Part of Your Recruiting Strategy

When you partner with Work4, our technology helps you remove the common barriers to social job sharing. For employees, it will only take a few clicks to opt-in to the Work4 job-sharing tool and from there just a few more clicks to share your jobs to their friends with branded image cards for consistent employer branding. For recruiters, just a few clicks to share jobs to their networks, no time spent planning, coming up with clever things to post, or choosing photos…. Just a couple of clicks and their networks are connected. If you’re ready to take your social job sharing to the next level contact us today! 

Schedule a Meeting Ad

Read more

Book a demo

Submit the form and we’ll reach out shortly to follow up with you.

à recruter ?

Laissez nous vos coordonnées et nous vous recontacterons au plus vite.