Social recruiting with Angelo Pancho, TA Enablement expert

In this discussion, Adam Gordon and Angelo Pancho explore the role of social recruiting in talent acquisition (TA) and its connection to recruiter enablement. Angelo, a TA enablement expert, highlights that effective social recruiting requires understanding regional differences and the right social platforms to use. For instance, LinkedIn dominates globally, but in regions like Asia Pacific, where LinkedIn has limited reach, platforms like WeChat are preferred. Similarly, in Latin America, WhatsApp is commonly used, and for manufacturing roles in Mexico, Facebook is often more effective than LinkedIn.
To support TA teams, Angelo emphasizes the need for a centralized knowledge hub that includes guidance on region-specific platforms and content standards, ensuring recruiters and hiring managers use consistent, brand-aligned digital assets. For instance, his team at a previous company created a hub listing job boards and social media channels used by region and industry, making it easy for recruiters to select the right platforms and content.
Content consistency across platforms is key. Angelo describes the importance of adhering to marketing guidelines, such as brand colors, logo standards, and appropriate imagery, while also tailoring content to fit each social network’s format. He shares the example of running a Facebook group for a manufacturing plant in Mexico that initially had off-brand assets. After auditing the content, they aligned the group’s posts with the company’s branding, which led to better results.
They also discuss the nuances of posting, noting that social media algorithms prioritize posts with high engagement. Angelo explains that effective posts on LinkedIn should use clear formatting, incorporate hashtags, and encourage interaction through comments. For recruiters, he advises using authentic, direct messaging in DMs and InMails. Templates are helpful for high-volume roles, but personalization is crucial to avoid sounding overly promotional.
Adam mentions a creative social recruiting example in which a UK company built a Facebook group centered on nostalgic content (a popular nightclub) to attract local candidates of the right demographic. Angelo endorses this approach, emphasizing the value of building a network that fosters genuine social connections.
The discussion wraps up with a focus on DMs and personalized outreach. Angelo stresses that messages should feel genuine and individual, increasing response rates. In closing, they preview an upcoming session on enabling hiring managers to become better ambassadors and recruiters for their companies, extending the principles of social recruiting to a wider audience within the organization.