Social media is an integral part of many strategies in today’s business world. It’s used by e-commerce sites to sell products, marketing departments to build relationships with customers, and recruitment teams to attract new talent. Focusing on the latter, the most popular social network for recruiting professionals is LinkedIn. It boasts a massive network of future employees for companies around the world. But, LinkedIn tends to be limited to professionals and white collar workers, meaning it is not effective at recruiting for all positions. Enter Facebook!
This past February, Facebook finally got into the job board game and opened up free job postings for employers. Since then, companies have scrambled to understand and try the new service and see if it works for them. If you’re still working to wrap your head around this concept, then keep reading this simple overview of Facebook’s job posting feature.
How do Facebook Job Postings Work?
- The administrator of a company page just has to go to the “Jobs” app in Facebook, which is usually located in the left menu of their newsfeed.
- Immediately at the top of the page will be a button to Publish a post. From there, the administrator can enter all of the details, including a job description (max 5000 characters), a photo to attract users and, if you’d like, questions to ask applicants before they apply.
- Once published, a link to a “Jobs” tab will appear in the left menu of your company page. That tab will have all of your company’s jobs for visitors to explore. Your job will also appear in Facebook’s main job board section, and link back to your page.
- For extra exposure, companies can pay to boost their job postings. The benefit of paying to boost on Facebook is that you can target specific people. For example, ensure it is only viewed by people living in a certain region who previously worked in a specific industry.
- When job seekers are interested in your job, they only need to hit an “Apply” button. Facebook will auto-populate their information based on their profile and allow them to edit it.
- The candidate’s complete application will arrive in your Facebook company page’s inbox, ready to review. The administrator can then send Facebook messages back and forth with the applicant to receive further clarifications and request a resume.
What Do You Need to Set Up Facebook Job Posting?
- Company Page: You absolutely need a company page if you’d like to do get started. It is easy to set-up and doesn’t have to be complicated. In addition, you need to ensure that anybody who will be involved in the job posting process on Facebook has the proper administrative rights.
- Proper Employer Branding: The previous point said set-up doesn’t need to be complicated, but it should be well thought out and more than just a name. Be sure to add pictures and information that show your corporate brand so job seekers immediately know what it’s like to work at your company.
- A Second Company Page (optional): When you tell your marketing department you plan to take over the Facebook page to show your internal culture and recruit people, they may not be happy. Especially in B2C companies, Facebook pages target customers who may have different behaviours and interests than employees. If this is the case, consider a second page that is corporate and geared towards recruiting.
- A Defined Process: Posting jobs to Facebook and receiving applications is different from traditional job boards, especially since applications only come in through instant message. Ensure you know how you’ll post, take in applications, and interact with candidates.
Do Facebook Job Postings Suit Your Needs?
There are endless job posting and recruiting tools out there and you clearly don’t need all of them. Facebook is no exception and should be evaluated accordingly. A few questions to ask yourself are:
- Who are your candidates? As noted, LinkedIn is better for professionals. Facebook will include them, but will also encompass another demographic of workers. At the same time, many people boycott Facebook or, if they are on it, they do not want to use it for a job search.
- Do you have the resources to manage it properly? The previous section discussed developing a defined process. Once that is outlined, can you follow it? Do you have enough time and ability to manage those applications?
- Do you have too many jobs? Perhaps the biggest downside for many recruiters is that Facebook has no integration with Applicant Tracking Systems. Part of its value is the easy application and information to your Facebook inbox, but if you have hundreds of job postings, that is an administrative nightmare.
All social networks have their uses and benefits and whether Facebook works for you is a decision for your recruiting team. One thing is for sure, as the largest social network in the world, its free job postings are guaranteed to be the right opportunity for countless small and medium sized businesses.