Social media has become such an enormous part of our lives that it’s no surprise it’s making an impact on the way we recruit too. What we do in recruiting often follows what the rest of the world is doing, so it’s a natural bridge to take social networks from being used to post pictures of your kids and connect with old classmates, to becoming a way to recruit candidates and fill positions. After all, the way we recruit has always followed the way people choose to communicate, so social recruiting isn’t just a good idea. It’s vital for reaching the best candidates and posting jobs in places the candidates of today will actually see them.
Of course, there are many reasons to engage in social recruiting beyond the fact that everyone else is doing it. It makes sense for your team and can help you connect with a talent pool you’ve never had access to before. The problem with sticking with what’s been working for the last 10 years is that the majority of companies have a leg up on attracting those candidates since they are engaging in social recruiting.
Take a look below to see the top four ways social recruiting is the key to recruiting success.
Relying on old-school methods of posting jobs and networking with candidates is a mistake that many companies make as they’re debating taking the plunge into social recruiting. Even if these methods are still working, you’re missing out on the potential reach that social offers. You’re able to target niche candidates, highly desirable and in-demand workers, those who aren’t geographically close to you and people who you’d never cross in your social circles. The nature of social media offers what job boards, newspaper ads and networking happy hours never could.
Social collaboration tools give team members the power to work together in real time, give instant feedback, form private and public groups, share files and more. These tools build velocity into the process. Co-workers can communicate easily with conversation threads that replace long and difficult-to-sort emails, improving user experience and increasing internal adoption. And of course, hiring managers and recruiters can connect when and how it’s convenient for them, making the recruiter’s job just a bit easier by taking away that point of stress.
Mirroring the consumer experience
People interacting online throughout the day on social networks led consumer-driven companies to begin offering social-like experiences for their products, services and brand. One task at a time, candidates are moving their lives online, making decisions, researching, communicating and spending in ways that mirror the way in which they use social networks. Recruiting must now follow suit and offer information, communication and engagement through social networks if it wants to remain relevant with candidates.
An added benefit of making social part of your recruiting strategy is that it offers the opportunity to integrate other recruiting and hiring tools into an enterprise social network. This is true of mobile apps and online community platforms, which can utilize profile-building functionalities of an enterprise social network to create more complete talent profiles of employees and candidates. This can streamline the initial vetting process and give you and your team one central location where all their hiring and recruiting activities can occur.
Social recruiting is no longer the future of recruiting – it’s the here and now. Companies utilizing social recruiting can make more of an impact and stretch their time and resources further than ever before, especially when an enterprise network is created. Offering this point of connection for candidates will help attract your next talent pool and create a better talent journey along the way.
Find out what else it takes to offer an engaging talent journey with TalentObjects’ free e-book, 4 Pillars of an Engaging Talent Journey.