1.
August 2013
The Social High Score:
Why Facebook Should Be a Major Player in Your
Recruitment Strategy
HIGH SCORE
1. FBR 999999
2. OTH 1569

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Don’t play roulette—find who you’re really looking for.
Introduction
Where in the world is Carmen Sandiego? And how about that Waldo fellow? If
they’re anything like the other 1.1 billion active users who log on to the world’s
largest social network monthly,1
then they’re probably on Facebook.
And if you’re looking to hire someone with a specific, hard-to-find skill set (like
rogue special agent) or whose interests and quirks fall perfectly in line with your
company culture (striped beanies and ironic hipster-nerd spectacles? Check!), then
Facebook is where your recruiting message and your jobs need to be.
So what are you waiting for? Put your game face on, and let’s take a look at why you
should be sourcing and recruiting your winning candidates on Facebook.
? ? ?

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CONTENTS
COPYRIGHT
© 2013 Work4 Labs, Inc.
All rights reserved.
The Social High Score: Why Facebook Should Be a Major
Player in Your Recruitment Strategy
Is Facebook in the Cards for My Recruitment Strategy?
Facebook Has a Monopoly on Relationships
Recruiting on Facebook is an Adventure
The Rules of the Game
A Winning Strategy
Sources
About
4
5
7
8
9
10
11

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Is Facebook
in the Cards
for My
Recruitment
Strategy?
Our take: Facebook is absolutely your ace in the
hole when it comes to social recruiting. Here are
a couple of reasons why our money’s on Facebook
for finding active and passive candidates across
all trades, professions, locations, and hiring
initiatives:
Specificity
With job boards, your careers can get lost in
the shuffle, and any old joker may submit an
application if the job description seems like it may
make a good pair.
Scale
With professional networks, you’re playing without
a full deck. Even though you may find one or two
of the suits you’re looking for, you’re limited when
it comes to recruiting hard-to-find candidates or
fulfilling specific hiring initiatives.
Reach
While other social networks can bring in results,
the lack of specific reach can make the scale a wild
card. How many times will you have to deal out
your recruiting message before your followers see
it or respond?
With Facebook, you reach not only fans of your
employer brand (and their friends, through their
extended networks of an average 31,000 people),2
but also the millions of professionals, executives,
and others who might also have a presence on
professional social networks, in addition to:
2 million sales and service professionals3
3.2 million health care professionals4
8 million tradespeople5
9.8 million clerical staff6
5.6 million managers and administrators7
3.2 million veterans8
3 million new grads9
And many, many more.
Facebook is truly the trump card when it comes
to recruiting the largest number of potential
candidates in a targeted way. With its 1.1 billion
monthly active users each liking an average of
7010
of the 15 million companies with Brand
Pages,11
Facebook is the best way for companies
to introduce their recruitment message to the
people who might consider themselves fans.
Because of this ability to connect people and
organizations, Facebook is recruiting’s best bet. Here
are some more reasons why you should go all-in:

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Facebook
has a
monopoly on
relationships
Your Facebook page is prime real estate for
posting your jobs where people are likely to see
them, share them, or apply for them:
One out of every seven minutes online
is spent on Facebook.12
With the amount of
time and attention Facebook users invest in the
platform, making your jobs accessible directly
from within your candidates’ networks can be
more valuable than a hotel on Boardwalk.
At least 1/2 of Facebook’s users consider a
company’s Facebook page to be more useful
than its website.13
Facebook pages become
essential “utilities” more and more each day. You
can make your page even more useful by letting
candidates apply without having to leave their
little square of the internet.
81% of jobseekers actually want to see your
jobs posted to Facebook Career Sites.14
Now
that’s a stat you can take to the bank!
With Facebook, you’re not simply rolling the dice
when it comes to making meaningful connections
with your candidates:
70% of recruiters say they connect better
with potential jobseekers due to the
widespread use of Facebook.15
There are
more options than ever for reaching your ideal
candidates and connecting with them at their
level. Facebook is the “short line” between you
and your candidates

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Facebook
has a
monopoly on
relationships
If you’re not on Facebook, you won’t get ahead.
85% of recruiters who currently use
Facebook would recommend it as a tool to
other recruiters.16
Creating a Facebook page is
free parking for your recruitment message.
Talent acquisition is not an expensive proposition
on the Facebook platform, between social
sharing and targeted ads.
Facebook’s narrowly targeted ads reach
the intended audience 90% of the time,
as opposed to the industry standard of
35%,17
and retargeted ads in the Newsfeed
get clicked more than 20 times as often as
standard web ads (while the price of those
retargeted ads are one-fifth of the web
ads!).18
If you’re tired of rolling the dice and
hoping that candidates will land on your square,
consider targeted ads.
Facebook users share 4.75 billion pieces of
content every single day.19
Let them share
your jobs, your updates, and your recruiting
events with their friends and extended networks
on the social network where content is king.
In other words, if you’re not taking advantage of
all of the resources available to you for targeting,
attracting, and engaging candidates on Facebook,
do not pass “Go,” and do not collect $200!

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Recruiting on
Facebook is
an adventure
With Facebook’s recently released Graph Search,
your mission to find and source candidates just
got much easier.
Instead of waiting for a missive from the Chief or
clues from the way your fans interact with your
company Facebook updates, you can go out and
actively find the people who match your ideal
candidate profiles.
And you don’t have to be a special agent to
collect this information: just click on the graph
Search bar at the top of the screen and fill in
what you’re looking for. From basic info like job
titles, location, schools attended, companies
worked for, to interests and special skills, you
have instant access to the names of people in
your network and beyond.
An example of a targeted Graph Search you can
do to find your next field operative could be:
“friends of my friends who have worked for ACME
Crimenet in San Francisco and like PBS.” With
Graph Search, the possibilities are endless, and,
because they depend upon your network, the
results will be of the highest relevance to you.
Once you get used to sourcing your candidates
by connecting to the right people in your
network, you’ll start to believe that all other
methods are V.I.L.E.!

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The rules of
the game Because Facebook is a multiplayer option, you
want to make sure that you know how to handle
the controls before you hit “start.” You won’t need
any cheat codes if you keep the following in mind:
Build a Facebook Career Site
Until your jobs are on the map, no one can
find them. Sync your ATS to your career site, so
candidates can see your jobs in real-time.
Spread your employer brand
Let people know your company’s true character
by creating a compelling “avatar” through
banners, videos, and blog feeds.
Share your jobs socially
Social recruiting is no single player game! Let
your recruiters, employees, and their friends
share your jobs so you can reach a larger
network of potentially fitting candidates.
Go mobile
Don’t let your recruiting lag when candidates are
away from their desktops. Give them the option
to search your jobs and apply when they’re
between worlds.
Target ideal candidates with ads
Facebook ads are like an instant level up for
your recruiting strategy, because they put your
jobs directly in the line of fire of your most likely
candidates.
Let candidates apply with Facebook
Let candidates apply without ever leaving
the Facebook platform, and you’ll unlock the
achievement of increasing your conversion rate
while growing your talent pool.
Engage--and get visual about it!
Users on Facebook may not always be in career
mode, but they are always looking for good
content to like, comment on, and share with
their friends. Because users are more likely to
interact with photos and videos,20
use visual job
descriptions and career videos to engage your
talent community.

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Use Facebook to become the king of social recruiting.
a winning
strategy As you can see, Facebook is more than a place
for sharing your high score on Farmville or Mafia
Wars; it puts you in a prime position for taking
home a real prize: the best-fit candidates for any
hiring initiative and across any vertical.
The question is not whether you should engage,
but how soon you can get your piece on the
board. Whether you’re just getting ready to plot
your opening move or dive deep into a more
advanced Facebook recruiting strategy, contact
Work4 to get started today: check and mate!

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SOURCES
1. http://investor.fb.com/results.cfm
2. http://www.pewinternet.org/Reports/2012/Facebook-users/Summary/Friends-of-
Friends.aspx
3-7. Estimated Reach of professionals with the indicated job role given by Acxiom in the
Partner Category Section of the Facebook Ad Platform.
8. Estimated reach of veterans in the US given by Datalogix in the Partner Category
Section of the Facebook Ad Platform
9. Estimated reach of users expected to graduate between 2014-2015 given by the
Facebook Ad Platform
10. http://allfacebook.com/how-many-pages-does-the-average-facebook-user-like_
b115098
11. http://venturebeat.com/2013/03/05/facebook-15-million-businesses-companies-and-
organizations-now-have-a-facebook-page/
12. http://www.comscore.com/Insights/Press_Releases/2011/12/Social_Networking_
Leads_as_Top_Online_Activity_Globally
13. http://mashable.com/2012/09/24/facebook-brand-page-value/
14. http://www.scribd.com/doc/34282554/Social-Media-Infographic-Job-Seeker-
Perceptions-and-Expectations
15-16. http://naceweb.org/uploadedFiles/NACEWeb/Connections/social-jobs-partnership-
executive-summary.pdf
17. http://www.facebook-studio.com/fbassets/resource/34/
ProductGuideCreateFlowUpdates4-15-2012.pdf
18. http://www.forbes.com/sites/roberthof/2013/06/27/youre-clicking-on-those-
facebook-news-feed-ads-like-crazy-heres-why/
19. http://techcrunch.com/2013/05/17/facebook-growth/
20. https://www.facebook.com/business/fmc/guides/bestpractices

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FOR ADDITIONAL INFORMATION
contact@work4labs.com
+1 (877) 509-0403
CONNECT WITH US
www.work4labs.com
www.facebook.com/work4labs
www.linkedin.com/company/work4-labs
www.twitter.com/work4labs
ABOUT
WORK4™
Work4 powers social recruiting by making everyone a recruiter and everyone a candidate.
We help thousands of companies, including many of the Fortune 500, find, engage,
and hire top talent with our all-in-one recruiting solution for Facebook. Work4 allows
employers to reach candidates through a Facebook Career Site and on mobile devices,
take advantage social networks to drive employee referrals, and target Facebook’s 1
billion users with intelligent recruiting ads. Work4 brings cost-effective, efficient sourcing
and hiring to the world’s top companies by leveraging the reach and scope of the world’s
largest and most powerful social network.
Established in 2010 and backed by top tier investors such as Matrix Partners and Yuri
Milner, Work4 has offices in San Francisco and Paris.
Read:
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Whitepaper: The Future of Facebook for Recruiting Professionals