ALC - CareerArc blog

You probably already know that promoting your employer brand is important in today’s job market. What you may not know is where you should actually be sharing your employer brand content.

As social recruiting continues to gain traction among talent acquisition teams, a number of myths have made their way into the conversation. A few of the most common claims have a bit of truth underneath them, but others are just plain incorrect. So, we’re here to set the record straight!

Let’s talk about posting your open jobs to social media. Because sure, you probably already know that social media job posts are one of the most effective ways to find employees today (and if you don’t yet know that, see here and here for why), but “effective” doesn’t always mean easy. What are you supposed to write? When are you saying too much and when are you saying too little? Is there a template that all social media job posts should follow, or are you just supposed to wing it?

2022 may have been a crazy year for recruiting—the Great Resignation finally seeming to dwindle down, big tech initiating mass layoffs—but it was also a year in which many companies embraced new recruiting trends to stay competitive in an ever-dynamic recruiting space. And so, as the year comes to a close, we decided to ask leaders in the space what the top trends they saw defining the recruiting space in 2022 were.

We’ve said it before and we’ll say it again: every talent acquisition team needs to be using social media for recruitment. The benefits are simply too big to give up. You’re reaching candidates in the place they spend the most time with highly targeted and attention-grabbing content designed to attract larger quantities of both active and passive candidates than job boards or ads alone can accomplish. But for many companies, the only way to meet their social recruitment goals is to partner with marketing.

We really should drag this out and keep you scrolling until the very end, but we’re not great with suspense, so let’s just spoil the surprise: we’re here to introduce CareerArc’s Employee Advocacy Academy, designed for busy talent acquisition leaders just like yourself and packed with everything you need to help you launch a killer employee advocacy program.

Passive candidates are commonly considered the best candidates out there, and for good reason. They make higher quality employees, are more likely to stay with your company, and tend to do a better job at picking companies that align with their own values and interests, making them a good fit for your employer brand. Which begs the question: how do you actually go about recruiting passive candidates?

If you aren’t yet actively engaged in employee advocacy strategies, you’re snoozing and losing. Employee advocacy is more than just the next hot thing in the world of recruiting: it’s a highly effective tool to improve the reach, reinforce the validity, and strengthen the gains of your talent acquisition strategies (not to mention improve employee retention). There’s just one problem: running a successful employee advocacy program is often easier said than done.