Are you using social media in your job search? Are you using social media to find potential hires? Whether you’re looking for a job or looking for a new hire, you should be using social media as part of your process. While Pew Research estimates that 65% of adults use social media for their own job search, only some are as successful as they could be. Job seeking through social networks and social recruiting must be part of a bigger plan. In order for social recruiting to be successful, it needs to be a part of your overall business plan and strategy. Let’s cover the basic questions: what, who, where, when and why and how.
Let’s start with what social recruiting actually is. Social recruiting is when companies and recruiters use social networks to find, contact and recruit candidates for employment. Quality candidates are seen on social networks and businesses and HR managers want to find these potential employees. Social recruiting allows employers to tap into extended networks for candidates that would not be found otherwise. This type of recruiting offers tremendous value to companies of all sizes. It has become an essential avenue for recruiters to successfully compete in the war for talent.
It’s becoming more common to use social media in general and for business. Recruiters and HR managers are becoming more active on social networks with the intent of recruiting the best. Individuals who frequently use social networks tend to be “early adopters” of innovation and also tend to be more technically savvy, according to HR thought-leader Dr. John Sullivan. A JobVite survey found that 92% of the respondents use or plan to use social media for recruiting, an increase of almost ten percent from the 83% using social recruiting in 2010. Recruiters are using social networks to connect with those they can’t reach otherwise, and also to find some of the most tech-savvy potential hires out there.
Facebook and Twitter recruiting adoption is growing rapidly, while LinkedIn becomes nearly universal. LinkedIn is frequently used for business purposes including lead generation, prospecting and closing deals. The social recruiting survey from JobVite found that 93% of those who responded use, or plan to use, LinkedIn for recruiting. The closest runner up is Facebook at 66%. However, interior designers, graphic artists, and web designers are also likely to be on visual networks. You want to make sure you’re on the social networks where ideal applicants would be located.
Social recruiting can be used when you have a talent gap to fill or you’re looking to increase your pool of resumes for future consideration. Even if you aren’t using social media to post jobs directly, you can check out whether the online presence of your candidate is something that matches your company culture. In the JobVite survey, 48% of the recruiters who responded to the survey always use the online profiles when reviewing candidates and 25% said occasionally. Only 14% said they never use online profiles. Post new positions, your company goals, possible benefits and more anytime you are actively or passively recruiting.
You can filter through the higher quantity of applicants while recruiting high-quality candidates. JobVite also found that 73% have successfully hired a candidate through social networks, making social recruiting a highly effective source of quality new hires. 49% of recruiters who implemented social recruiting saw an increase in the quantity of candidates, and 43% noted a surge in the quality of candidates. Not only do the quality and quantity increase, the time to hire has decreased by 20%. Social media can also serve as an added resource for conducting background checks on potential hires.
Make sure your legal bases are covered. It is imperative to rely on software applications or an outsourced agency that will ensure compliance with audit trails and easy access to the date the candidate applied, Equal Employment Opportunity (EEO) job category, stage within the recruiting process, gender, race/ethnicity, reason for rejection, and more for each candidate. Make sure your company isn’t at risk for a potential lawsuit for discrimination. When developing a social recruiting plan, determine what your needs are, where the candidates most likely to fill the role are online, and how you plan to reach out to encourage applications.
Has your business used social media to recruit? What success or setbacks have you encountered?