Job recruiting: Online and social

Job recruiting: Online and social

An online presence can help your farm business attract the best employees

Where do candidates go when they are searching for additional information about Ag employers?

According to the Candidate Motivation & Behavior Survey, candidates first check out the company website, then conduct online searches; 27% search for more information on social media. This reiterates the importance of an up-to-date career section on employers' websites and active social media presence. Employers need to be aware of what online searches yield about their company and make efforts to provide positive online content.

An online presence can help your farm business attract the best employees. (Thinkstock/gstockstudio)

Even if your primary recruitment tools are online job boards, it is helpful to provide your company website address in postings so candidates can easily click to find out more about your organization. Your company website's career section may be the first impression on a candidate. In order for your company to compete for the best talent, it is essential to create an enticing career section on your site.

Are you using social networks to support your recruitment efforts? Jobvite conducted both a job seeker and employer survey in 2014, finding that social job seekers tend to be younger, earn more and have a higher education level. There was also close to universal adoption of social recruiting, with 94% of companies reporting that they use or plan to begin using social networks for recruiting.

Going social
When looked specifically at the agricultural industry, 75% of employers said they currently use or plan to begin using social media to support recruitment efforts. The use of social media in agriculture is rapidly increasing as this number was only 59% the previous year! Of Ag companies that use social networks, LinkedIn was the most common, followed by Facebook.

Recruiters look at candidates' social profiles, but keep in mind it is a two-way exchange and candidates in turn evaluate organizations' social presence. Candidates tend to look at Facebook, LinkedIn and Twitter, so those networks are a good place to start. They may be evaluating social media content to see if they are a good fit for a potential employers' culture. Or, they want to identify contacts in their social networks that work at the company to contact for "insider" information about the organization.

Companies need to create valuable online content on a consistent basis. Just having a profile on these networks is not enough; they must be fed with knowledgeable content, company insight and enticing stories. Connect with job seekers through a blog. You could even link to a testimonial video from current employees. Brag about your company and employees!

For example, if your company has been named one of the top employers in the state or industry, or is the number one producer of a product in the country, tell the candidates about it. Likewise, share stories and photos of employees that have been given awards, received certifications or granted patents.

Candidates want to join successful organizations and be part of a team with accomplished employees.

Having a well-developed career section on your company website and consistent social media presence will help answer many job seeker questions and assist you in attracting the best talent in the industry.

The opinions of specialists are not necessarily those of Farm Futures or the Penton Farm Progress Group.

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