Transform your Staffing with an Effective Nurture Marketing Strategy

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foreign hey there everybody thanks for joining today's webinar super excited about today's topic where we're going to be talking about recruitment marketing strategies for 2023 and specifically how you can leverage social media for your recruitment marketing strategies in the next coming year so a couple of things one of the main things that I want to convey during this webinar is how you can leverage social media not just as an employer uh brand strategy but really how you can leverage these channels to increase your applicant flow with qualified candidates so that's really the core of what I want to talk about how to use platforms like Facebook Instagram to increase your applicant flow for uh qualified candidates in the coming year so really want to dig into the information that can help you guide guide you with your strategies with social social media for 2023 so my name is Sam Byler I am the CEO and co-founder of boost Point boost point we are a recruitment marketing platform helping organizations leverage uh social media channels to help uh fill their open positions one thing I want to talk about at the end of this webinar that I'm really excited about is um tick tock tick tock's a new newer social media platform that um you know a lot of Buzz right now around tick tock and I get a lot of questions of hey is this something that we should incorporate in our social media strategies for recruitment in 2023 I want to share some data at the end of this webinar to uh hopefully inform you know some some strategies around that so super excited about I'm talking about at that at the end um q a is going to be open um during the whole webinar there should be a q a button um uh on on your uh on your Zoom link there so feel free to contribute to that throughout the webinar if we have enough a time we'll dive into answering some of those questions um at the end all right so let's let's dig into uh the topic here so uh first of all I want to talk about you know why social media you know around recruitment marketing you know there's a lot of different things that you can do you know around advertising and marketing um I want to talk about why social media is important so I'm going to start with you know looking at you know that one thing of like Hey how do we Source qualified candidates for our open positions ultimately that's one of the main triggers you know that we need to pull on to fill our open job so where do we find you know qualified candidates for our open positions so you know historically you know the last 10 years you know the biggest uh channels that companies have leveraged our online job boards uh job boards like LinkedIn zip recruiter you know Craigslist that are you're you're getting in front of people that are actively searching for open positions the reality though is that 73 of the candidate pool are are considered passive candidates so people that are not yet actively searching for a new position that's 73 of the total candidate pool so if you're only leveraging platforms like in indeed zip recruiter online job boards you know your website you're really only getting in front of a small percentage of the total you know candidate pool so that's why you know that then the big question is like okay how do we tap into passive candidates you know that 73 of the candidate pool and now we need to you know consider recruitment marketing recruitment marketing strategies you know what are the platforms how do we get our message out there how do we increase awareness about our employer brand and what are the best channels to leverage in order to do that because there's unlimited ways to advertise your brand um you have traditional media like TV radio Direct Mail Billboards you have a lot of digital media as well you've got Google social media channels like YouTube Facebook Instagram Tick Tock Snapchat the list goes on and on so but you know you can't you know spread yourself too thin you really want to find key channels that you can really leverage to get in front of those passive candidates and really what I look at as far as value and it is Roi where do you get your best return on an investment as you think about deploying advertising dollars to fill your candidate Pipeline and so that's really what I that's the main guide that you know we the filter that we think through you know when we think of channels is what are the channels that can you know where I can spend the least amount of money and get the biggest and highest return and the big measurement of that is you know qualified candidates in your pipeline and so now I want to dive into all right what are the main channels that that you can see the biggest success um we've seen you know we've done a lot of tests around a lot of different platforms and currently those platforms are Facebook and Instagram um that's where we've seen the best return on investment when you compare it you know to other platforms out there and the reason why is because these are still the uh the the most uh popular social media channels so you know Facebook they have um it's over 81 of the North American population has an active Facebook account you know a lot of people come to me as like say oh well isn't Facebook dad isn't Facebook declining you know it's not the newest social media channel out there anymore and some of that is true like Facebook's user growth has kind of stalled but it's stalled at a peak which is still really really high with again 81 of the North American population having an active Facebook account and when you couple that with Instagram so um The Meta platform Facebook rebranded into meta over the past year so meta owns both Facebook and Instagram so these platforms kind of um go hand in hand um the advertising platform is still kind of managed by you know the Facebook advertising platform so um you know you advertise on one and you can easily advertise on the other but um anyway this is where we've seen you know the combination of these two platforms is where you can get your best Roi you know when you look at what's your cost per applicant what's your cost per hire and really calculating that through you know the Facebook and Instagram Channel versus other channels out there we see in a lot of uh types of recruitment marketing you know Facebook and Instagram even outperforming online job boards when you look at cost for qualified candidate cost per cost per hire outdoing platforms like indeed um and zip recruiter as well um so another note here a quick note that I wanted to kind of put out there before I go into um the the next deeper topic which is how to leverage these platforms is you really want to look at your strategy in two different ways you have the organic side and the paid side the majority of the webinar here we're going to be talking about the paid uh advertising side of social media um but you know there's also the organic side and I would look at those you know they tie together but it's really a different strategy organic what I mean by that you know you might have an employer a brand you know a careers page you know a Facebook careers page or a Facebook career or Instagram careers page and you know you're consistently putting out content about your employer brand you know on these platforms to continuously stay in front of your audience that's following your page but that's a bit of a of a limited uh reach especially you know in the past nine months because one of the changes Facebook made to their platform is you no longer get much reach from there or get uh their organic job boards so back again Facebook used to have a widget on their app you know Facebook jobs and you could put your uh open rex on the Facebook platform through that and you get a lot of organic traction and applicants from that uh back in February of this year uh for their own reasons they took that widget off of their mobile app so you don't get a whole lot of organic traction when it really comes down to you know qualified candidates coming through your pipeline so quickly you have to look at you know all right the paid side paid media of Facebook so let's dive into that next so how do you leverage Facebook and Instagram to increase your candidate pipeline so for this I'm going to pull up a slide here give me one second and we'll talk about this for a second all right so I want to pull this up looking at the applicant experience um so really when you're you know building your candidate and flow and applicant experience you really want to look at this from the angle of the the candidate of the applicant versus looking at it from your internal uh you know processes like all right it needs to be efficient for your recruiters for your ta and HR teams but predominantly we want to build this applicant experience through the lens of the candidates you know that were that were looking to guide through the hiring journey to ultimately you know work for our organizations um so a couple steps here that I want to touch on uh number one is the ads themselves so we'll dig into that um next thing is the conversion method how are you converting you know Impressions people seeing these ads into actual candidates and applicants and then how are you connecting with these candidates in an efficient way so that's kind of what we're going to be talking about here in this applicant experience and to all right now that we understand we want to tap into you know the the passive candidate pool that's those 73 of candidates um and social media is a great way to get in front of that passive candidate pool all right tell me how how do we do this most efficiently um and so first thing I want to talk about is the anatomy of a Facebook ad so as you see here on step one this is a preview of what a Facebook ad looks like you know you're scrolling through your Facebook news feed you know every once in a while it's usually about every five to eight posts you'll see a sponsored post and this is this is a Facebook ad so this is where you could you know Target an audience and and put your ad in front of uh uh the user base of Facebook and Instagram so the anatomy of this of a Facebook ad is you have the photo you've got your headline you've got your ad text and then you've got your call to action so that's kind of face level here like what you see on an ad and so how do I kind of follows uh an ad is uh first of all people will see the image first so that's what you want to look at is how do I stop the scroll someone's scrolling through Facebook how do I capture their attention that's the first thing they're going to see is the photo or video content that you leverage um for your ads so this is where it's a lot different than an indeed ad you know indeed is a text space ad or a Google ad is a text space ad um here you need to have quality imagery quality videos the most important thing that I've seen with you know deciding what type of assets you're going to use use assets uh with people involved in it so even this example image here you know it's an individual in the healthcare space you know um actually performing their work so you do that versus maybe you know your logo your brand or your say your Manufacturing Company your equipment um and things like that put faces um to to your ads again that's usually what captures people's attention because again just put yourself in a user's um in a user's shoe shoes they're scrolling through Facebook looking through the content of their friends and family you know most times it's images of of faces of people you really want to curate the assets that you're leveraging for your ads similar to that so that's the image the next thing people are going to look at is your headlines so the headlines are super important here we really don't I over complicate this so usually here is all right if it's a hiring ad make that extremely noticeable in the headline you know make sure that people know that hey this is we're hiring you know maybe the position maybe you have a sign-on bonus or a pay range you know the type of thing maybe that you you leverage for your headlines in like an indeed ad that can work similar um here in Facebook so there's your headline next thing here that I want to talk about is the ad tax so if you capture someone's attention with a photo or video they read the headline it's like all right that um you know that I would qualify for that type of position or that's what I'm doing now just not for this company now you want to think about your ad text and this is extremely important you know as you're looking to qualify and inform this audience about um about your open position so we don't recommend just copying and pasting your job description here here you want to look at all right how do I position myself to sell this position you know to a viewer um so we have a framework that that we worked off of for you know the ad text that we build so I'm going to go through this step by step it's a nine part framework I'm going to try to go through it fairly quickly here so feel feel free to take notes um but for the ad tax portion you want to look at the hook you know you want to have a a hook that captures people's attention example of this would be like your headline like hey we are hiring so and so you know laborers at a pay range of 18 to 25 an hour you know that will capture people's attention in a recruiting ad um so your hook next thing you want to talk about is your need their need so the need of the individual you know instead of starting out hey we are so and so from so and so on we're hiring talking about your organization first of all talk about the need of the individual so maybe they're looking for a job you know that that's more meaningful work for better pay you know all right speak to that um you know are you looking for you know a career that's more meaningful you know that would be an example of how you could speak to that so talk to about their need and then your solution for them so um talk about the need the solution maybe it's like hey we offer competitive pay we have um great benefits so there you're talking then about all right there's here's our solution to your need next status change what will their life look like after they are working for your organization so you know thrive in an amazing company culture you know and be you know go go home feeling fulfilled you know how will they how will their life change after taking um this position in your organization next thing is connectedness you know how is this relevant to them here we often like to bring in um you know the the location you know make sure hey we're hiring and we're in Lancaster PA that's between Harrisburg and Philadelphia so you know that would be one way that I could bring more relevance to the viewer hey I'm targeting people in the Lancaster region so I put that in the ad text just so they know oh this is relevant to me because this is a company in my area um Authority is the next thing you know talk about what are things that set you apart from other companies they could be working for so maybe that's how many years you've been in business um or you know other things that make you enough your brand an authority in your space social proof um is a big one here um so ways you could bring this out is hey this is what other people are saying about our about working for our organization so maybe you're bringing in a glass door review um or or hey where employees rate US you know four out of five stars you know for our organization next thing second to last thing here is bold promised what's that bold Province maybe it's something from your core values you know something that you you know promise to each one of your employees last thing is next steps so after they you know read through the ad you know what's the next steps for them to um to again is it apply now I'll talk to one of our recruiters and get started you know just give them an expectation of what the hiring process actually looks like so there is our framework for building the ad text it's super important again if you're putting energy into building recruitment ads that you're not just throwing something out there but be thoughtful about what this content is actually like um content is The X Factor as far as actually getting results you know out of social media um you know is the quality of the content that you're actually putting out there all right so that's our our nine part um ad copy framework um the the the next thing I want to talk about is the the three things that you need for a successful recruitment ad on Facebook so the first thing is targeting second thing is engagement third is conversion um so let's talk about the first one there targeting how do you get in front of the right people so Facebook you know really they're a data company you know above all else they have a lot of data on their users and you can leverage that you know based on the types of positions that you're recruiting for you know all right what is the Persona of this individual and there's different ways that you can leverage Facebook's targeting algorithms to all right say we're doing a 50 mile radius of our location in Lancaster you know let's hone that audience a bit more to the Persona um that would be most qualified for this type of position so targeting is one um second thing is engagement we talked about that with you know the anatomy of the ad photo headline ad text that's the engagement that X Factor of that will produce results um the last thing I want to talk about here is conversion now that you have people's attention how do you um convert them into a qualified candidate and this is one of those things that's it may not be the you know flashiest thing to talk about when you're talking about recruitment advertising but it's super important we've done a lot of a b tests around you know leveraging the steam audience the exact same you know ad copy and photos and videos with a different conversion method and the results can be Night and Day based just on the conversion method um so what we what we really recommend is leveraging Facebook's internal conversion pages to create a quick apply like experience right within the Facebook and and Instagram platform so what this looks like is and there's the middle section here of the slide that I have up so they click on the ad apply now and then this form pops up and it's this quick apply like experience similar maybe to like uh to to to indeed so you know some of their information is already pre-populated like their name phone number and email address and then maybe there's some main uh deal breaker uh questions qualification questions that you can also ask to get a bit more information about the candidates so you know maybe maybe it's hey do you have a valid driver's license or a you know a certification in XYZ you know some of those deal breaker qualifications you know that is required for these positions is what you can capture here but doing that Within an internal conversion page embedded within Facebook or or Instagram will greatly increase your conversions versus another way you could do this is they click apply now and you send them you direct them to another URL maybe it's the careers page on your website or an online application that you've already built we've seen just that small thing um Can greatly uh create too much friction add way too much friction in the applicant Journey that you know you won't get any applicants what we've seen we've done tests even just with these two methods here we've seen over 10 times better conversion rates with the same traffic with the same ad spend with this quick apply like experience versus sending somebody you know to um your careers page or an online application outside of the Facebook and Instagram platform um so that's you know again if you're just looking for brand awareness or you'll get your employer brand out there it may not be that big of a deal but if you're really looking to leverage social media as a source for qualified candidates you know you really want to maximize every ad dollar that's spent um and you know tracking you know what's your cost per applicant how many qualified candidates are you getting for every single ad dollar that is spent um so all right now I want to chat a bit about you know how do you how do you then um take candidates from social media and convert them into hires um and the the gonna stop sharing my screen here give me one second all right so converting candidates into hires from applicants that are coming from social media so the main thing here is connecting with candidates very quickly so again think about someone scrolling through Facebook you know they've got something else on their mind maybe they're there for entertainment they see hey something that applies to them hey here's a job hey I'm not that satisfied with the current you know my current job sure I'll apply now inquire about the position if you wait the next day or two days later they may not even remember you know and recall you know them taking that action um so it's really important to get in front of candidates as soon as possible you know based on them applying so adding some automation is is really important here um especially in high volume hiring um scenarios where uh your your you know a lot of applicants you know maybe um you know hiring unskilled labor things like that and Manufacturing or Logistics uh Food Service um automation can be can save you a lot of time and also really increase your engagement rate with candidates um the research shows here that the odds of connecting with candidates entering the hiring Journey you're 21 times greater connecting with applicants if you connect if if you reach out to them within five minutes of them applying versus after 30 minutes of them applying um and a big thing here is the channel and the communication method that you're using here as well we're seeing text messaging being a really really good platform to initially connect with candidates after they apply um the reason that you know we really recommend text messaging SMS um is because you see a 90 open rate of all 995 open rate with text message versus email you know that's about at 20 that average open rate of email text message has a really really high reply rate um and then also comparing it to to phone call Outreach 87 of people that don't recognize the incoming caller ID from their phone they're not going to answer it so that's kind of where things are at right now with communication channels as well text messaging is your your best um Channel when you're you know looking to follow up with candidates you know after they initially uh apply because that's just where people are most engaged um and so here's where you can add some automation to this what we recommend is um you know maybe it's not the most realistic thing to require your recruiters um you know to you know within two minutes of someone applying for them to to reach out because they've got a lot on their plate well here you can plug in some automation um with hey as soon as someone applies you can send them a specific text message saying hey um Danny thanks so much for applying for our open position you know when would be a great time to connect over the phone so again you could um kind of guide them to that next step automatically there's a lot of tools out there that you can leverage um to create that type of experience so again stepping back a little bit talking about that applicant experience looking to tailor that to the candidate tailor that to the applicant to where I'm you know mapping out this journey where you know they see your ad on social media they click on it they easily apply through a quick apply like experience and then while they still have their phone in their hand they're getting a text message from your organization saying hey thanks so much for applying for our open position let's take it to the next step um so those things just kind of um combined is where you'll really see your best conversion rate of your candidates because ultimately that's what we want you know we don't just want to bring in candidates to the pipeline just to say hey 100 people applied for this open position really we're looking hey how can we fill our open positions and how can we leverage social media so you really need to think about all of those things not just sourcing candidates but also looking at what's your strategy for connecting with these candidates in a timely manner all right so that's taking candidates converting them into hires a little bit about that now I want to get into you some of our bonus material here um Talk a bit about Tick Tock and the research and the data that we're seeing Around The Tick Tock platform so this is super interesting topic um again if if I rewind a year ago you know I wouldn't have expected uh myself talking about this this early you know we've been watching Tick Tock for a while um and then um middle of this year we started doing some tests with this platform you know specifically for recruitment marketing um and I was actually honestly really surprised with what uh with what we found and the performance of The Tick Tock platform specifically for recruitment marketing um so a couple things to prefer preface here Tick Tock right now they are the fastest growing social media platform um if you rewind uh so that there's a report back in September that was put out um on the the users that Tick Tock has has generated so right now they're at 1.5 billion uh users on their platform this was a report from September rewind that a year before that 12 months before that they were only at a billion users so the rate of growth with the tick tock platform is very rapid um the the thing that I feel is um maybe just as important or as far as a metric when you look at you know the tick tock platform a user base is kind of that you know main thing that how people measure you know Effectiveness or popularity of a platform but this is an interesting one that's time on the platform like how engaged are Tick-Tock users versus other platforms so the average time per day per use that a user spends on The Tick Tock platform is 40 a little over 45 minutes 45 minutes per day is the average time spent this can when you look at Facebook that they're at 30 minutes uh Instagram their average time per user as well is 30 minutes so not only is Tick Tock rapidly growing um but uh they're the their engagement of their users is even better than Facebook um and Instagram um another thing on the audience um Tick Tock uh does have a younger audience than Facebook or Instagram so this really makes it a great place for entry-level jobs um with you know the primary their biggest segment as far as users is people between the age age of 18 and 29 years old so that's their biggest audience segment um so all right let's talk specifically about recruitment advertising with with Tick Tock so in some of the data that we've found and this is the the tests that we've run on The Tick Tock platform this is specifically for like entry level positions um but what we've seen is a 6X uh better cost per applicant um uh with with Tick Tock versus measuring you know that from other social media channels so this was actually a pretty big surprise to me is like when you if you're tracking Roi by cost per applicant by a qualified candidate um Tick Tock actually beats other social media channels um which was super interesting to me and then also another thing might be well what's the quality of candidates um so what with with our uh data that we're seeing 83 percent of of candidates uh were qualified candidates um and this was that was very similar to other social media channels you know that that that we run recruitment marketing advertising uh on behalf of so you know the quality of candidates is very similar um it's just you're getting a bit better return on investment um for through Tick Tock versus other social media channels um so it's still you know super early this this platform um you know it's maybe not as tried and true as like Facebook and Instagram but it's definitely a channel that should be on your radar you know if you're looking at leveraging social media channels for uh building your candidate flow um in the coming year um I'd say like if someone would come to me right now and ask like hey what social I'm looking to build my employer brand you know leverage social media for recruiting in 2023 I'd first advise them to go to Facebook and Instagram that's kind of the more tried and true method you'll be successful there um but hey once you have capacity beyond that I'd really recommend you know looking at Tick Tock as well um some of the reasons when you look at all right why is there how can you get a 6X better return on investment um from Tick Tock versus other social media platforms a couple things there's you have more efficient costs per cpms which is cost per 1000 Impressions that's kind of how you're buying media from these social media channels it's like hey how much does it cost me for a thousand people to see my ads and what we've seen on the Facebook platform you're about at 15 to 17 uh cpms um where Tick Tock you're more between 10 and 13 dollars so more efficient basically less less um less competition with other Avatar advertisers advertising is really a supply and demand uh thing you know you're bidding versus other advertisers so you have a user base and hey how many advertisers are bidding for attention um so you just have again less advertisers on Tick Tock versus other social media channels so more efficient cpms the other thing that I've seen is you have a lot better click-through rate on Tick Tock versus social media and again I think this is just because there's not as many ads on Tick Tock right now um versus you know Facebook about every five to eight posts you'll see a sponsored ad so you have a lot higher click rate as well through Tick Tock um one thing I want to make sure I communicate here it's not just like oh you'll be successful with Tick Tock the content is a lot uh bigger of a variable with Tick Tock versus other channels so it's very important to Think Through the content so tick tock's a video based platform like there's no static images that you can use for an ad and the type of videos you use will determine how successful your ad is how engaging your ad is you know we've done again the tests that we've done on this platform you know some videos that's more of maybe a promo type of video a video you'd maybe see on YouTube you know explaining your maybe a minute or two minute video explaining your employer brand that type of video on Tick Tock you'll get very few uh very few applicants and very little engagement versus you know if you I don't know if anyone here has a tick tock account I'm not on it much I personally don't enjoy the platform a whole lot as a user but if you scroll through Tick Tock you know you'll quickly see the style of videos that are there and that's the um that's the same type of strategy you need to use when you're building your content for recruitment advertising so it's all like vertical based videos um again you know people very engaging with people speaking into the camera usually text on the video somewhere but again that's the type of content you really want to mirror what is um what's common on these platforms and that's how you'll get your best return on investment again I've just seen video content being a lot more of a factor and results you know versus um some of the other channels where it it still matters maybe just not as much um as as tick tock all right so that that is social media advertising recruitment strategies for 2023 and just some of my my two cents on that as you go into this New Year hope that was helpful I'm going to take a second right now um and go through some of the Q a I think we have a couple questions here feel free if you have any specific questions I'm going to hang out for another uh couple minutes and just go through answering any questions so feel free to pencil in um you know any questions there in the Q a so I'll just go through some of these right now all right so I have I have a question this was earlier on um in the webinar uh what about young the younger population that is is not on Facebook great question here um Instagram comes into play here so again you do have an aging more of an aging population on Facebook um you do still have a good segment I've looked at the um the the the age uh metrics again on all social media channels the other day I can't think of those what they were specifically but I will say I was surprised at how uh Facebook still does have you know a good portion of the younger audience like the 18 to 29 year olds um the most used I actually talked with someone from Facebook a month or two ago um the most used widget within Facebook and the younger audience is Marketplace so that's kind of what keeps the younger audience on Facebook is um their Marketplace widget um but again if you're looking at hey how do we really tap into a younger audience I'd really you know guide you towards Tick Tock because that's you know the user base there another question I have here um okay great question uh the industries uh for the tick tock statistics this was specifically in the health care space um looking at um unskilled nursing um that was the specific metrics that I was you know that I pulled from Tick Tock um but with other reports that we've seen you know from Facebook and stuff like that we've seen Industries you know manufacturing uh Logistics anything that is you know doesn't take a whole lot of qualification those types of jobs you see very similar metrics so it's not as much as the industry as it is the um the qualification criteria of the candidates that you're looking for um another question here is can we send the recording of This webinar yes you'll get an email um either sometime today or tomorrow with a recording of This webinar um another question I have here is statistics for the older age groups on Tick Tock um such as the 30 and 50 year old uh range I don't have those metrics um right in front of me right now there is a report that I can maybe send in the email of the recording um where I was pulling the audience metrics that will have that I just don't know those off the top of my head look I'm going to look through a couple other questions here all right here here's a here's a really good question so why would you advise an employer looking to recruit using social media to start with Instagram and Facebook when Tick Tock has better Roi um so uh getting into my inside my mind a little bit here is I'll look at Facebook and Instagram as a little bit more of you know if you're looking for the surest results you know you're going to be it's a little bit easier to be successful on Facebook and Instagram than it is Tick Tock so Tick Tock is just a little bit higher risk higher reward so if that's the style you want to go after and you're willing to take a little bit higher risk for potentially a higher reward hey Tick Tock might be that platform but if you're looking for more of a safe play dipping into social media um you'll see more sure results with Facebook and Instagram again the main thing here is the type of content like I I haven't seen many employers you know do well with building content for Tick Tock but if you're super good at building engaging videos hey go forward with Tick Tock but it's a little bit more higher risk higher reward a couple other questions here give me one second all right do you see the same return on text tools with professional titles as you do with more high volume uh candidate population so there's there's a great question here so um part of our platform boost point the Boost Point platform so we were a platform that helps you advertise on social media but we do also have a text messaging tool uh built in with our platforms so automatically replying to candidates as they're coming into your pipeline um and we've seen here text messaging really work um across the board the way you'll tailor it though will be a little bit different for um your high volume candidates versus your professional titles but we've seen really really good success leveraging it for both professional titles as well as high volume candidates gonna get through another couple questions here all right so here a question are recruiters posting these roles on social media from a company account where our recruiters creating corporate profiles for themselves so what we recommend here is running your ads on behalf of a corporate page um so you know say again this could be you know your main branded page or you create a a careers profile um all your careers Facebook page maybe for your brand um that's usually what we recommend there versus recruiters you know creating profiles like that's the strategy for Facebook Instagram Tick Tock if you're talking LinkedIn though I really didn't talk about LinkedIn you know that would be a whole webinar in itself if you're talking about LinkedIn you'll see better success uh with recruiters reaching out on behalf of their own personal profiles how much are the ads on Facebook Instagram and tick tock on average so um this kind of depends what you know you're looking at as far as cost really what you're paying for you know for on these platforms is is AD space so Impressions um so your cost per thousand Impressions again between the 10 and 25 dollar range as far as ten dollars for you know a thousand Impressions that's one way to measure you know the costs on these platforms for recruiting teams I often like to translate that more into cost per applicant um and then maybe cost per hire as well and so if you understand how much money you're spending you know in 30 days and how many candidates you got from that you can really start to uh build you know reports that's more looking at cost per applicant um you know versus just more vanity like metrics with Impressions and clicks like Impressions and clicks those are important but really what matters is hey what's my you know cost per applicant cost per applicant that will range a lot from the type of position and also the the geography I mean again some positions it'll be sub one dollar some will be you know over fifty dollars per applicant just depending on what type of position and the geography and the population um another another question here are there other new or upcoming social media platforms that are showing promise um that are outperforming meta um again these are all go to tick tock they're the real they're the ones that you you should be you know top of your radar if you're looking at new platforms um you know there there's a ton of social media platforms out there there's Snapchat there's LinkedIn Twitter all these other platforms um those again we're just not seeing as hire a return on investment so not super high on our radar um but Tick Tock is really that new up-and-coming platform that you should be looking at over the next 12 to 24 months um LinkedIn so we will dive into LinkedIn a little bit here this is what one of the questions uh one of the last questions here is what about LinkedIn is it still a good hiring tool or is Facebook and Instagram much better um it really comes down to the way you want to leverage these platforms so from a strict advertising tool I haven't seen uh LinkedIn be that Roi positive um so the main way I see success with LinkedIn is leveraging it as a way to identify candidates that could be a good fit for your open positions so it's more looking at hey proactively reaching out so having recruiters LinkedIn profile that they can search it's a great database for searching you know for candidates hey 50 mile radius you know people a software engineer within a 50 mile radius of this specific area you know you can start to build prospects and reach out to them on LinkedIn that's really how I'd recommend you leverage LinkedIn um and not not as high you know don't leverage it as much as an advertising platform but more of a database that you can search for candidates all right I think that is the last of our questions here um for everyone that's still listening here on the webinar thanks so much for your time today we really uh enjoyed the engagement here um if you do a quick plug on boost my company so boost point is a recruiting platform that helps you advertise on social media channels this is what we do every day if you want any information on that I just send you to our website boostpoint.com anyone that also May wants to reach out with any questions for me directly I'll put my email address out there feel free to reach out it's Sam Sam at boostpoint.com feel free to reach out to me directly as well alright everybody thanks so much for your time and have a great rest of your week and a great holiday coming up