19
JAN
2015

Private Sector Social Recruiting by Clara Brunkhorst (guest blogger)

comment : 2

 

Social Recruiting

In the past five years, the use of social media has skyrocketed to become an essential part of everyday life. Tweeters can now share with the entire world a bad customer service experience. Facebook users can now track the entire lifecycle of friends from birth to death. Those with LinkedIn can effectively connect directly with recruiters, follow thought leaders for constant and personalized updates, and most prominently associate their professional network with their personal social brand. This social brand, uniquely built from the individual’s combination of desired social media platforms, can be seen, tracked, and most alarmingly quantified by corporate recruiters.

Social recruiting by companies has been dramatically on the rise; according to a recent Jobvite survey, “over 90% of employers” used social recruiting in 2012. Why and How? Society now expects every professional to have a LinkedIn profile, regardless if the individual is on the onboarding or application side. This intensified usage of social media has allowed recruiters to vet candidates; no matter the interest level and effectively use LinkedIn as a channel to access “hot” or “cold” candidates.

The fifth annual  Jobvite Social Recruiting Survey (2012), based on the survey feedback of 1,000 human resource and recruiting professionals, published the following:

–   More than 7 out of 10 employers have successfully hired a candidate through social media.

–  Of those social hires, 89% of respondents have hired from LinkedIn, 25% through Facebook and 15% through   Twitter.

–  More than half (54%) of recruiters currently use Twitter for their talent search.

At the end of the day, social media has become a double-edged sword tool utilized by recruiters to vet candidates (check out this tell-all whitepaper published by Oracle-Taleo).  On one side, social media has become a positive platform for candidates to showcase value and a uniquely created social brand. On the flipside, social media recruiters can easily disqualify candidates due to lack of experience, professional network, knowledge, or online klout. A new employee is now not only expected to be the corporate “perfect fit” but also is quantified through social media before, during, and after the recruiting process to align to the company’s brand, mission, and industry presence. Doubtful? Regardless of sector or industry, employees have been fired due to inappropriate or controversial tweets.

So what happens once the passive candidate is recruited, nurtured and on-boarded successfully? Social media continues to play a prominent role throughout the life-cycle of an employee.  According to a recent ERE article written by Kirsten Smith, Vice President of Marketing of Work4 Labs, social recruiting has become “marketing’s secret weapon.” This being said, whether you are a passive candidate, actively looking for a better employment situation, or unofficially representing a company through social platforms, the social media will be a key element in employee hiring, onboarding, employment, and firing. Use it or loose it!

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Source: http://bit.ly/PNlHAW

About the Author
Cathy C. Smith, Founder & CEO of Chameleon Consulting specializes in managing risk to improve profits by developing regulatory compliant policies and procedures, upgrading systems, automating processes, and training employees. Clients include banks, insurance companies, small businesses, and professional service firms.
  1. Dale McKenna Reply

    Hi, nice article. I really like it!

    • Administrator Reply

      Hi Dale:

      Glad that you found the article helpful.

      Regards,

      Cathy

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