Saarbrücken | May 7, 2024

Introduction to the world of latent switchers

In today's dynamic world of work, there is a special group of people who can be particularly valuable to companies: the "latent changers" or "passive seekers". These people may have a permanent job, but they are open to new opportunities without actively looking for a job. This group includes terms such as "dormant job nomads" and "silent quitters". But how do you reach these hidden talents? The answer lies in social media recruiting, especially social video recruiting.

Why latent switchers are so important

The size of the potential

A study by Stepstone shows that 35% of respondents think about changing jobs several times a week. This means that more than 15 million people in Germany are ready for a change. This is an enormous resource for companies competing for skilled workers.

The invisible opportunities

The challenge is to find and convince these potential talents. These "passive seekers" are often difficult to reach as they do not actively respond to job advertisements. However, they may be ready for a change if presented with the right opportunity.

The right strategy for approaching passive candidates

What is social media recruiting?

Social media recruiting is the use of social media to approach and recruit talent. Platforms such as LinkedIn, Instagram and Facebook offer numerous opportunities to target applicants. Social video recruiting goes one step further and uses videos to convey the message emotionally and personally.

Why social video recruiting?

1. Authenticity and transparency: Videos offer an authentic insight into the corporate culture and working environment. This helps to build a trusting relationship with potential applicants.
2. Increased reach: Social media videos can go viral and reach a large number of people. This significantly increases the visibility of the job advertisement.
3. Strong brand message: A well-made recruiting video not only conveys information about the position, but also strengthens the employer brand and shows what makes the company unique.

The right strategy for approaching passive candidates

Planning and preparation

1. Define your target group: Determine what type of talent you want to target. Think about which social media this target group uses.
2. Plan content: Think about what messages and information you want to include in your video. This could include insights into everyday working life, interviews with current employees or company highlights.
3. Choose format and style: Choose a format that suits your brand. This can be a professional image video or a casual, personal interview. 
   

Production of the recruiting video

1. Professional creation: Invest in high-quality video footage. A well-produced video is more likely to attract the attention of viewers.
2. Authentic presentation: Let real employees have their say and give authentic insights. This increases credibility and trust in your message.
3. Call-to-action: Conclude the video with a clear call-to-action. This could be an invitation to apply on the company website or to request further information.
   

Publication and promotion

1. Select platforms: Publish the video on the social media that your target group uses. LinkedIn is suitable for professional networks, while Instagram and Facebook are more suitable for a broader reach.
2. Targeted advertising: Use paid advertising to target the video to your desired candidates. Social media platforms offer detailed targeting options.
3. Encourage interaction: Encourage viewers to ask questions or leave comments. This increases engagement and helps to spread the video further.
   

Success factors for social video recruiting

Continuous adaptation

Analyze the performance of your videos regularly and adapt your strategy. Pay attention to key figures such as view numbers, engagement rates and applications.

Obtain feedback

Get feedback from applicants and employees to further improve the content and approach.

Success factors for social video recruiting

In the digital age, it is more important than ever to focus on the "passive seekers". Social video recruiting offers an effective way to reach and convince these hidden talents. Rely on authentic, appealing videos to successfully convey your message and attract the best candidates for your company.

FAQs

1. What are "latent job changers"? Latent job changers are people who currently have a permanent job but are open to new opportunities and regularly think about changing jobs.
2. How does social video recruiting differ from traditional recruiting? Social video recruiting uses videos on social media to reach potential applicants, while traditional recruiting often relies on job advertisements and job portals.
3. Which social media are best suited for social video recruiting? LinkedIn, Instagram and Facebook are particularly effective for social video recruiting, depending on the target group and company goals.
4. How long should a recruiting video ideally be? Ideally, a recruitment video should be between 1 and 3 minutes long in order to hold the viewer's attention and convey important information.
   
5. How do I measure the success of my recruiting video? Success can be measured by key figures such as view numbers, engagement rates, comments and the number of applications.
   

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