Is It Hard to Find Talented People? You’re Not Alone.
According to ManpowerGroup, 3 out of 4 companies worldwide struggle to find talent that matches their needs—and Taiwan ranks among the highest globally! In today’s digital era, simply posting job openings on job boards isn’t enough. Social recruiting is the new norm: showcase your brand’s strengths and company culture through social media to transform passive waiting into active talent attraction. A multi-channel approach is key to effectively drawing in the right candidates.
What Exactly Is Social Recruiting—The Talked-About Employer Branding Strategy?
Social recruiting means recruiting through online and social platforms, such as forums, blogs, or social media channels like Facebook and LinkedIn. As companies adapt to the digital shift, more and more are moving beyond passive job board postings to actively share job opportunities and promote company culture and values online, helping attract the talent they truly need.
Make Your Company Stand Out from the Crowd!
The Three Pillars of Social Recruiting That Catch Top Talent’s Eye
According to Universum, the recruitment landscape will only become more competitive over the next year, with over 70% of leading employers agreeing with this outlook. To stay ahead, companies must deeply understand their target audience and tailor their messaging on social media accordingly. Here are three key strategies to help your company spark interest from potential candidates:
1. Highlight Your Unique Company Culture
With changing societal values, today’s workforce seeks personality and meaning in their work. They value team dynamics, workplace atmosphere, and expect companies to take visible stands on issues. Clearly presenting your company culture and core values on social platforms can powerfully communicate what your business stands for. By sharing detailed and authentic stories, you connect your culture with what matters to your target talent—effectively “marketing” your employer brand.
2. Showcase Employee Life and Benefits
The pandemic prompted many to ask: “What do I want from work and life?” According to a 2022 Youth Career Survey, the top answer was the desire for work-life balance, which is now one of the most valued criteria when choosing a job.
Engage current employees to share their experiences, give virtual office tours, or post event highlights as part of your social content. These authentic, first-person stories boost team spirit and promote your company’s thoughtful benefits, helping potential candidates feel connected and eager to learn more—ultimately bringing them closer to joining your team.
3. Emphasize Career Growth and Development
Today’s talent expects ongoing growth and skill-building opportunities. This is a win-win for both employers and employees. Use your social content to highlight internal training programs, workshops, and upskilling initiatives. This communicates a clear message: your company invests in its people’s development.
How Do You Start Planning Your Social Recruiting Strategy?
Building a presence on social media is no small task. Once you’ve got the basics down, how do you plan the right activities to truly market and promote your employer brand in a way that sticks?
Method 1: Host Livestreams to Interact Directly with Talent
Livestreaming recruitment events is one of the most effective tools in social recruiting. Whether online or offline, livestreams allow potential candidates to ask real-time questions, gain in-depth understanding, and interact directly with your team—making your company feel more approachable and human.
Method 2: Package Your Recruitment Campaign—Make It Clear You’re Hiring Them!
During peak hiring seasons, many companies offer attractive benefits to stand out. However, if recruitment efforts aren’t packaged well and promoted effectively, the impact will be significantly reduced. Designing a compelling and coherent campaign is essential to maximize visibility and appeal.
Case Studies from Geber’s Social Recruiting Experience
1. ASML Online Campus Recruitment Livestream
Due to the global pandemic, campus job fairs were canceled. To tackle this challenge, Geber created a complete online recruitment strategy for ASML Taiwan, including: video theme ideation, pre/mid/post-event marketing, audience engagement planning, scripting, livestream filming and editing, and visual promotion. This ensured recruitment activities continued uninterrupted by time or location.
2. Edwards – Diverse Social Post Strategy
To reflect Edwards Taiwan’s vibrant corporate culture and industry-leading emission-reduction technology, Geber designed a diverse social media content strategy, tying in current events to boost engagement and enhance brand visibility. The result? Edwards successfully communicated their employer brand to a wider audience.
3. Wistron – Employer Brand Identity Development
Geber helped Wistron craft a recruitment exposure strategy, define their Employee Value Proposition (EVP), and develop a recruitment slogan: “Join Wistron, Your Future is On.” This clearly communicated the company’s unique value to talent and attracted the right target candidates.
