So you’ll want someone on staff continually interacting with prospective job candidates on Facebook, LinkedIn, Twitter and other social networks where your candidates congregate.Ĭreate a Social-Media Talent Pool: As you monitor the conversations your company is engaging in with prospective candidates, top talent will naturally emerge. ![]() ![]() Social media is by its nature a two-way conversation. If you’re looking for a quick hit, you’ll have only marginal results.Ĭultivate Two-Way Conversations: Companies that see social media as just another broadcasting medium are doomed. Think Long-Term: Generally, social-media recruiting is an ongoing investment centered on building and nurturing relationships. Moreover, many human resources departments overlook the fact that all those social interactions company employees are engaging in on the networks every day can easily be transformed into recruiting opportunities with just a little ingenuity.īottom line: If you’re considering adding social media to your web recruiting mix, experts such as Van Heerden and others suggest that you incorporate these best practices into your strategy: “The importance of reputation management cannot be overemphasized,” said WaveBox’s Van Heerden, “and a high level of authenticity needs to exist.”Īt Facebook, staffers make it easy for employers and job candidates to connect. While that method generally yields marginal results, businesses experiencing the greatest success using social media for recruiting realized that their presence on communities such as Facebook, LinkedIn and Twitter must be a credible, ongoing, two-way conversation. Too many businesses, they said, make the mistake of simply broadcasting job openings on the social networks and hoping for the applicants to roll in. “It seems most employers still believe this to be the most effective approach for screening candidates and assessing competencies.”īut while there are plenty of naysayers, proponents countered that the disenchanted just may be doing it wrong. “While professional networking sites such as LinkedIn continue to connect business professionals, our research shows that hiring managers still prefer more traditional recruitment methods, such as using online job boards, employee referrals and recruitment consultancies,” said Phil Sheridan, a U.K.-based managing director at Robert Half, the recruiting consulting firm that conducted the survey. And an additional 15% of that group remained unconvinced that social media was worth the investment. More than half (55%) of 200 human resources directors surveyed in the United Kingdom during the spring of 2012 saw social media as an ineffective recruitment tool. And a Jobvite survey of more than 1,000 recruiting pros found that 49% of those who use social media to recruit reported that the tool brought in higher-quality job candidates. “Digital and social media are completely remodeling the way organizations identify, engage and recruit today’s best candidates,” she said.Ī full 75% of recruiter respondents to the “2012 Talent Acquisition/Recruiting Survey” by Staffing Industry Analysts thought that the use of social media in recruiting was a wise move. ![]() ![]() She is the chief revenue officer at Gild, a recruiting agency specializing in computer programmer hires. “Underneath the iceberg of vacant jobs advertised on job boards and newspapers, a strong, invisible current of talent is ingeniously using social media to identify and strategize their next career moves,” said Charles Van Heerden, general manager at WaveBox Consulting. Social media is now a serious player in employee recruitment, in many cases significantly reducing the cost per hire for companies while simultaneously bringing in higher-quality talent, according to many recruiters. By Joe Dysart Recruiting With Social Mediaįor Many Businesses, Better Candidates at Reduced Cost
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