Candidate Sourcing

4 Ways to Reinvent Your Social Medical Recruitment Strategy

Social media recruiting is no longer a trend recruiters can phase into. That train has left the station and it’s the way forward. In fact, a 2017 SHRM study found 84 percent of organizations were already recruiting via social media. And another nine percent of respondents planned to add it to their recruitment strategies.

Those numbers have continued to grow as recruiters recognize the need to spend time where job seekers hang out. So, chances are, you’re branding and sharing job posts on various social media sites right now.

What if I told you it is the time to rethink your social media strategy? Get ready to step outside your comfort zone and consider new and creative ways to impress, attract, and connect with top medical sales talent.

Here are four tips to reinvent your social recruitment strategy:

1. Create a Twitter Moment

Your goal isn’t to just be a fleeting post in a medical sales rep’s day. You want to create a moment. A special point in their day where they’re fully engulfed in your company’s brand.

Twitter is now allowing anyone and everyone to make this connection with their followers by creating Twitter Moments. A ‘moment’ is defined by a collection of tweets about a specific topic or event. Just like any other tweet, they can be retweeted, liked, pinned, and embedded. The difference is when your audience taps on a Moment, they see an entire collection of tweets.

Use this feature to take your Twitter branding to a new level. Organize moments by focusing on a specific medical sales candidate journey. For example, begin with a tweet focusing on company culture, add another from a sales rep, throw in one focusing on exciting research and development, and then conclude with a job opening tweet.

Bonus: To help you hit the ground running, here’s a step-by-step guide to create your own Twitter Moments.

2. Get personal on Instagram

Instagram isn’t the new kid on the block anymore. Its dedicated community has grown from 90 million monthly active users in January 2013 to one billion monthly active users as of June 2018, according to a recent Hubspot report.

This massive growth indicates Instagram is a recruitment trend that’s here to stay. Its picture-focused and fun platform allows for more unique connections.

In fact, many companies are using Instagram to highlight and personalize employees’ experiences. For example, Zappos has an Instagram page dedicated to interns where they share silly quirks about specific interns, show the fun they’re getting into, and even highlight what exiting interns loved about working at Zappos.

Use Instagram to tie fun culture and branding efforts specifically to recruitment goals. Allow for some serious shares by sharing posts detailing important date reminders for medical sales reps hoping to apply for future roles.

3. Hold hashtag contests

Most recruiters understand the importance of including employees’ in their social media recruitment strategies. The word of real-life medical sales reps in the field holds more power than any recruiter or company leader.

While it’s often challenging to get employees on board and excited about sharing on social media, Salesforce has overcome this issue. The company’s social media is split between company branding and employee posts. Sharing is made easy with a simple employee hashtag (#SalesforceOhana).

Encourage employees to share their own content on the company’s Twitter and Instagram pages. Get them invested in showcasing the company’s culture by holding hashtag contests. The person who shares the most posts wins a gift certificate or day off.

4. Create a series

Building a company brand on social media isn’t as easy as sharing photos and testimonials. You need to dig in, get creative, and show off the fun, smaller details of your culture.

Warby Parker is effectively doing this by using Snapchat stories to create multiple employee series. “Desk Job” highlights five things employees keep on their desk via Snapchat photos and videos. Another, “4 Questions With,” asks employees four questions about their roles and how others can land themselves in a similar role.

If SnapChat is a stretch for you, use Facebook, Instagram, and Twitter to create stories. Develop unique stories that highlight a day in the life of the company’s medical sales reps. Focus on the tiny details, like their favorite coffee shops or what they do to pass the time while waiting for doctors.

The more personal your stories, the more connected potential candidates will feel to the company’s purpose and current employees.

What’s your favorite way to recruit candidates via social media? Let us know!

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