The Social Recruiting Phenomenon

November 19, 2012      By Ultimate Software

I consider myself to be rather proficient in the social networking world. But despite my early adoption, I would never have guessed the impact that social would have on our work lives, namely attracting talent.

Today, social networking sites are among the top three most effective recruiting channels—immediately following career websites and employee referrals in value. In fact, a recent survey by MRINetwork indicated that 90% of recruiters use LinkedIn to seek candidates.

While career websites and employee referrals have been considered tried-and-true recruiting tools, to find truly qualified candidates—the number one challenge for businesses in North America—I recommend that organizations leverage social in their recruitment efforts.

What makes social networks so great for sourcing qualified candidates?

  1. Volume: More than 600 million users logged into social networks in 2012 alone, so your talent pool has immediately grown.
  2. Passives: Active job seekers are common within normal sourcing mediums such as job boards. However, it’s usually the passive job seeker that turns out to be a “hidden gem” and high performer. Not actively looking for work, these passive candidates don’t visit job boards and sometimes don’t even have an up-to-date resume.
  3. Mobile: Because social networks are intrinsically mobile, they provide the increased reach needed to communicate anytime with more potential candidates more often.

So how can organizations leverage social networks more effectively? Becoming an expert social recruiter does not happen overnight, so start small before developing a more complex strategy. Here are a few ideas to get you started:

    • Create a company social profile to provide information about your organization and why it’s a great place to work.
    • Broadcast available jobs through social networks like LinkedIn, Facebook, and Twitter to spread the word about open positions.
    • Create user groups to engage potential candidates and continuously communicate with them by initiating appealing discussion topics. For example, topics may include interview tips & tricks, how to increase employee engagement, and even themes surrounding the industry and market space of your unique company.
    • Broadcast company successes to the group to further engage potential candidates
    • Social sourcing is here to stay. It’s a great way to find high-quality candidates while potentially reducing your recruitment costs and time to hire. And due to its impressive results, the use of social recruiting is anticipated to increase in popularity.

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