The Digital Talent Hunt: Social Media in the Plastics Sector

Finding the right fit for a role in the plastics industry can be a real challenge. It’s not just about the technical skills – companies want someone who aligns with their culture, understands their values, and can contribute positively to the work environment. Traditional recruitment methods might not always cut it when it comes to satisfying these complicated requirements. 

Enter social media. More than just a platform to share family photos or the latest meme, social media has emerged as a powerful tool for recruitment. With billions of users worldwide using different social media platforms, it’s like a vast ocean of potential talent waiting to be discovered. But like any tool, its effectiveness depends on how well we use it.

So how can businesses in the plastics industry make the most of social media for their recruitment? This blog will provide insights on various social media platforms, discuss approaching challenges in using them for recruitment, and offer practical tips on how to best utilize these platforms for successful talent hunting.

The Power of Social Media in Recruitment

When it comes to hiring, social media can be a game-changer. LinkedIn tells us that 87% of employers turn to social media when they’re looking for talent. Social media helps them reach out to a wide pool of potential candidates, making it a handy tool, especially in specialized fields like plastics manufacturing.

But it’s not just company leaders who love social media. Jobseekers love it too. Jobvite’s study found that 49% of job seekers use social media to find new opportunities. This means having an active social media presence can help your plastics company stand out to those who are actively looking for a new role.

So, it’s safe to say that social media holds tremendous influence in recruitment. It’s more than just a platform for job postings – it’s a place where companies and soon-to-be candidates can interact, communicate, and build relationships.

Kinds of Social Media Platforms

There’s no one-size-fits-all approach when it comes to social media platforms for recruitment. Different platforms cater to various audiences and serve diverse purposes. Here are some platforms that employers in the plastic industry often take advantage:

LinkedIn

With over 700 million users, LinkedIn is the go-to platform for professional networking. It allows you to post job vacancies, search for candidates based on their skills and experience, and even get insights into competitors’ talent pools.

Facebook

Facebook’s wide user base makes it a great place to showcase your company culture, post job ads, and interact directly with potential candidates. You can also use Facebook Groups to connect with professionals in the plastics industry

Twitter

Twitter is all about quick, timely interactions. While it might not be the first place you think of for recruitment, it can be a great platform to share industry news, job openings, and engage in conversations with professionals in the plastics field.

Instagram

If your company has a visually appealing story to tell (think behind-the-scenes photos, employee stories), Instagram can be the platform for you. It’s an excellent tool for showcasing your company culture and engaging with a younger demographic.

TikTok

Known for its short, entertaining videos, TikTok has exploded in popularity among younger audiences. Companies have started using the app to show a fun, human side of their business, which can be a powerful tool for employer branding. From giving a tour of the workplace to showcasing a day in the life of an employee, it can offer an authentic glimpse into your company culture. 

Glassdoor

Though not a traditional social media platform, Glassdoor is an essential tool in the recruitment space. It’s where employees (past and present) rate companies, leaving valuable reviews for prospective employees. For hiring managers, it’s a platform to showcase the company, respond to reviews, and build a strong employer brand.

YouTube

YouTube is an excellent medium for companies to share engaging video content. It can range from company overviews, employee testimonials, product demonstrations, behind-the-scenes looks at the working environment, to training videos. It can significantly enhance your visibility and let potential candidates get a feel of your company even before they join.

By strategically using these and other platforms, leaders in this sector can extend their reach and connect with an assorted pool of potential talent in the plastics industry. Each platform has its own unique set of capabilities, and the key is to understand which one (or combination) works best for your company’s recruitment needs.

10 Tips to Use Social Media for Talent Hunting

By cleverly using social media, employers and hiring managers can enhance their talent hunting process. Let’s check 10 actionable techniques in applying these platforms for talent acquisition:

  1. Build Connections

Use social platforms to connect with potential candidates. For instance, join LinkedIn groups dedicated to the plastics industry and spark conversations there. Many professionals appreciate hiring managers who take a genuine interest in their career growth.

  1. Showcase Your Culture

Use Instagram to share behind-the-scenes photos or employee experiences. For example, Berry Global, a leading plastics company, regularly shares images of their team at work, highlighting their commitment to safety and teamwork.

  1. Use Targeted Ads

Platforms like LinkedIn allow you to run targeted ad campaigns. You can narrow down the audience based on factors like industry, location, and job titles to reach the right talent pool. The tracking and analytics features offered by these platforms can provide invaluable insights into the performance of your ads.

  1. Share Engaging Content

Share engaging, industry-relevant content on Twitter. Could be a recent article about plastics innovation or a blog post from your website. This can position your company as a thought leader and attract professionals passionate about the industry.

  1. Encourage Employee Advocacy

Motivate your employees to share their positive experiences on their personal social media accounts. When employees at Dow Chemical Company take part in volunteer activities, they often share images on social media, showcasing the company’s commitment to community service.

  1. Leverage TikTok 

Create short, engaging videos about your company culture or job openings. Companies like Chipotle and Washington Post have successfully used TikTok to showcase their lighter side and attract younger professionals.

  1. Utilize Facebook Jobs

Post job openings directly on your company’s Facebook page using Facebook Jobs. This allows job searchers to discover positions organically while browsing through their Facebook feed. Plus, it provides an easy way for potential candidates to apply and share job postings with their network.

  1. Engage in Discussions

Participate in relevant discussions on Twitter or LinkedIn. Being an active participant in these discussions not only increases your brand’s visibility but also highlights your company’s knowledge and commitment to industry advancements and goals.

  1. Diversify Your Content

Mix up your content to keep your followers engaged. DuPont, for example, shares a variety of content on LinkedIn, including industry news, employee achievements, job postings, and corporate news. This diverse content strategy not only keeps their page fresh and interesting.

  1. Respond promptly

Potential candidates might reach out via direct messages with queries or job applications. Try to respond as quickly as possible to these messages. Swift responses show that you value their time and interest, enhancing the candidate’s experience.

Armed with these tips, plastic leaders are well-prepared to make the most of social media, capturing the attention and interest of possible candidates in the plastics industry effectively and efficiently.

Impact of Social Media in Plastic Hiring: Pros and Cons

Like any approach, using social media for recruitment in the plastics industry comes with its set of advantages and drawbacks. Here, we dig deeper into some of each:

Pros

  • Extended Reach: Social media platforms open the door to a massive global talent pool. This extended reach means you can connect with professionals from different geographical locations, skill levels, and industry backgrounds. It can be particularly useful in the plastics industry, where specific roles might require unique skills or expertise.
  • Branding Opportunity: Employer branding plays a crucial role in attracting top talent. By showcasing your company’s work culture, values, and achievements on social media, you can attract candidates who align with your ethos. It allows you to share your story in a way that resonates with potential employees, making your company an attractive place to work.
  • Cost-Effective: Traditional recruitment methods, like placement agencies or job boards, can rack up quite the bill. On the other hand, posting jobs on social media platforms or running targeted ad campaigns are often less expensive, making it a cost-effective alternative. Plus, it gives you flexibility—you can adjust your strategy, test different posts, or try new platforms without heavily investing.
  • Speedy Process: Social media can significantly speed up your recruitment process. With a single click, you can share a job opening with thousands of potential candidates. Interested candidates can instantly apply or reach out directly through the platform. This expedited process reduces time-to-hire, enabling you to fill in roles quicker.
  • Passive Candidate Reach: Not everyone on social media is actively seeking a job. However, a convincing post about your company or a job opening might catch the eye of these passive candidates. Engaging content can spark interest among potential candidates who weren’t initially looking to change jobs but might reconsider after learning about your company.
  • Immediate Feedback: Social media platforms provide immediate feedback, in the form of comments, likes, and shares. This can give valuable real-time insights into how well their recruitment message is echoing with the audience. For instance, if a job posting gets numerous shares and positive comments, it’s likely hitting the mark.

Cons

  • Quality Control: Yes, social media gives access to a broad pool of candidates, but not everyone will fit your specific needs. Filtering through a wave of applications to discover quality candidates with the right skills and experience can be challenging. Especially in the plastics industry, where some roles might demand niche expertise, finding the right fit can be like looking for a needle in a haystack.
  • Time-Consuming: Crafting the perfect post, responding to comments, monitoring ad performance—it all takes time. If not managed effectively, social media recruitment can consume a significant chunk of your day. For smaller recruitment teams or busy HR professionals, this could lead to the neglect of other important tasks.
  • Negative Feedback: Social media platforms are open forums. People can share their experiences or opinions about your company, and not all of it will be positive. A single negative comment or review left unaddressed can harm your employer brand. Effective social media recruitment involves active reputation management.
  • Privacy Concerns: Respecting a candidate’s privacy is crucial when recruiting through social media. It’s vital to ensure the information from their personal profiles isn’t used in a way that interferes with their privacy or leads to biased hiring decisions. Steering these privacy concerns can be a tricky aspect of social media recruitment.
  • Requires Up-to-date Knowledge: Social media trends and algorithms are constantly changing. What’s trending today might be old news next week. Keeping up with these changes to ensure your posts get maximum visibility can be an intimidating task.
  • Off-putting to Some Candidates: Not all jobseekers are comfortable being approached on social media platforms, especially ones they consider personal. For instance, a potential candidate might not appreciate a recruitment message in their Facebook Messenger inbox, leading to a negative impression of your company.

Understanding these pros and cons can help plastic leaders devise a more effective social media recruitment strategy, tailored to their specific needs in the plastics industry.

 

Social media can be a powerful ally, especially in the plastic recruitment sector. It offers a unique blend of extensive reach, cost-effectiveness, and the ability to connect with both active and passive jobseekers. Yes, it comes with its sheer set of challenges. Still, by understanding these obstacles and tackling them head-on, you can turn social media into a recruitment powerhouse. Done right, it gives your company an edge, helping you attract and connect with top-tier talent in the plastics industry.

Ready to turn your social media platforms into a talent magnet? At Plastic Executive Search, we’re all set to help. We offer custom-made talent solutions in the plastics industry, designed to help you achieve the full potential of social media recruitment. Don’t let top talent slip through the net. Contact Plastic Executive Search today and let’s elevate your recruitment process together, one social media post at a time!

 

Ed Keil

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