Social Recruiting

What is social recruiting anyway?

Christina Bruce|

It’s a question we get a lot from small businesses, especially those without an HR department. We’re bombarded with information about how social media is changing the business world, and hiring is no different.

Social recruiting is basically attracting and sourcing employees using the help of a social network. Should this be a part of your recruitment strategy? It probably is already, even if you don’t realize it.

Here are some points to consider when evaluating your hiring strategy.

  • It’s a numbers game. The key to finding the right talent is exposure. The more candidates that see your opportunity, the more applications you’ll likely receive. A job that’s also exposed on the sites that people visit daily (such as Facebook and Twitter) has a greater chance of catching the eye of that perfect person.

  • Targeted exposure is key. More than 17 million Canadians were using social networking sites last year, and that number is continually growing. So for social recruiting to be effective, that information has to disseminate to a relevant audience. The Workopolis Facebook App, for example, doesn’t just feed jobs randomly. Jobs are filtered to those in relevant areas and industries, based on targeted keywords.

  • Social networks are great for referrals. The highest rated job candidates come from referrals, according to the 2012 Jobvite Social Recruiting survey. Social networks make it easy for current employees to share opportunities with contacts that they think are qualified and would be a good fit with the role.

  • Know your platforms. For each major social network, there are guiding principles—especially for recruitment. Twitter, for example, relies on using the right hashtags and feeds, otherwise a job can get lost in a sea of information. There is a rotating audience of candidates that that follow specific industry job feeds on Workopolis, which is one way to find the right community.

  • Connections make great references. The great thing about an online network like LinkedIn or Facebook is that you can instantly see if a potential hire  has any connections to your colleagues, associates, or friends.

  • Personal profiles can be used for insight. Do you check a candidate’s social media profiles? If you don’t, you’re a minority. 86% of recruiters report looking at social profiles as part of the hiring process. This is public information, and there is no harm in checking it out.

  • Supplement an overall strategy. The single most point to remember is that that you always need to start with the same basic thing—a job posting. A description of your opportunity still needs to live somewhere, such as on a job board like Workopolis or on your company recruitment page. Social recruiting is a great way to supplement that very basic element. You still need to create a compelling job posting to attract the right talent.

Social recruiting can sound daunting, but the concept isn’t as complicated as you might believe. It’s just the evolution of good old fashioned networking, and another way that companies can connect to the talent they need.

Do you have any questions about social recruiting? Ask us!

Category: Hiring Advice, Human Resources, Industry News & Insights, Small Business,