![]() ![]() Reaching out privately to people on Facebook Messenger may give you an advantage for better communication. Even if no one joins live, these videos will be posted on business pages and people can watch the recordings later. Recruiters and employers can go live and announce job openings, hold Q&A sessions to answer questions about jobs, and schedule weekly or monthly career chats. But be sure to adhere to each group’s rules and guidelines set by their administrators. Just search for what you’re looking for, such as “plumber jobs” or “Ohio plumbers” and the like, and join multiple Facebook Groups. But once you’re inside these groups, it’ll be like you struck gold! Depending on if they are open to join or closed or private groups, you will need to ask to join and maybe answer a few questions. These are like mini job boards that people create and tag each other in when they see available jobs. There is a lot of potential to source blue-collar workers for free when you join Facebook Groups. The only downfall is that the candidate’s data is based on their Facebook About information and cannot be exported. In order to post here, you must have a business page to connect the job posting to, and then applications go to the owner’s Facebook Messenger and recruiters can also get notified via email. Through this site, job seekers can explore openings, auto-fill applications with profile information including job history, edit and submit applications, and schedule interviews through Facebook Messenger. “ Jobs on Facebook” caters naturally more toward small businesses, the trades, and low-skilled labor. When you click “Create Job,” a box will pop up that you fill out with all the details of the job. These openings will then be shown on their page, on the jobs dashboard, on Facebook Marketplace and for some users, in their News Feed. Now, employers and recruiters can post job openings to the Jobs tab on the side of their Facebook Page for a fee. Create a “source party” to widen your reach and results. Pro tip: Invite members of your recruiting team or other co-workers to help search for specific jobs and share potential candidates between the group. Keep in mind that every user’s Facebook Graph will be different when they conduct searches, so results will vary from person-to-person. (See #6 below to learn more about using this direct messenger.) Once you have your list of candidates, you can begin contacting them by adding them as a friend then reaching out, or sending them a private message over Messenger. You can type in the position name, location, and any other skills you’re seeking from individuals to narrow your hunt and find a list of candidates to qualify. Recruiters may be used to using Boolean when typing in searches, but for this network, you just need to use natural language queries as you search. The most basic approach is to use Facebook’s search bar. Therefore, you must be strategic on how you’re searching for talent and contacting them. People are more personal and private on Facebook and usually don’t think about being contacted by recruiters about job opportunities from this website. have searched for or found a job using Facebook.”Ħ Ways to Use Facebook to Source Blue-Collar Workersįacebook is a much different platform than LinkedIn when it comes to job recruiting. According to Facebook’s VP of Local Alex Himel, “One in four people in the U.S. With over 2.38 billion active users every month, this social media giant should definitely be at the top of recruiters’ minds when they are searching for job talent, especially as they attempt to fill blue-collar positions. Facebook has stated that, “…some 60 percent of new jobs are created by local businesses” on their job dashboard. Many speculated that this effort was to attract low-skilled and blue-collar workers that would most likely not have a LinkedIn profile. That’s why Facebook joined the recruiting party and launched their own job platform a couple of years ago, partnering with ZipRecruiter. While LinkedIn has become a main hub for white-collar professionals, we don’t necessarily think of manual laborers being part of this social network. Most recruiters may feel more comfortable on LinkedIn and are very active, however, many blue-collar workers are not on this platform. Now in this blog, we’ll discuss how to use Facebook as a sourcing tool to source blue-collar workers find the right candidates. In a previous blog, we discussed the shortage of manual labor workers and advised on how to retain and hire blue-collar talent. ![]()
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