There are many definitions of social recruiting. In its simplest form, social recruiting (or sometimes referred to as social recruitment), is a method of recruitment that uses social networks such as Facebook, Twitter and LinkedIn to promote jobs and engage with real people about real jobs. But it’s also so much more than that.
Traditional jobboards are broadcast communication channels – a job is published and then a candidate responds with their CV or resume. That’s it. No conversation, no discussion, no questions. The candidate either applies, or does not. It’s a very linear and unintelligent method of recruiting. It generates a lot of noise from unsuitable candidates and wastes a lot of time for the hiring manager who has to sift through all of them.
Social recruiting can be used to connect jobs directly with potential candidates on a more human level, and vice versa – candidates can engage with companies directly. The often disliked “recruitment agency barrier” between hiring manager and candidate is removed. Hiring managers can talk to candidates directly on their own level, person to person, encouraging transparency, which in turn builds trust even before the interview stage.
Establishing brand loyalty with a candidate is important if you want to hire high calibre staff. Research into social media proves that if you interact directly with your target audience you have a better chance of developing brand loyalty from an early stage in your recruitment process. This is something that is often lacking when candidates are introduced by a traditional recruitment agency.
Social recruiting can produce a good return on your investment, but relationships need nurturing. This can only come with patience and respect for those you are speaking to.
Many online recruitment software vendors will include social networking as an option within their system. Our recruitment service, JobPage, was built with social media at its core. We fundamentally believe that recruitment needs a more human approach to make it work for both sides.
Candidates are people, and so too are hiring managers!