Social Recruiting: How Social Media and Recruiting Go Hand-in-Hand

If you’re having trouble connecting with the right people, you might not be using the appropriate tools for the job. The same way a contractor wouldn’t approach a building project with a toolbox full of pool noodles instead of the hammers and wrenches that will put a house together, you’ll be hard-pressed to do a fair job of recruiting college graduates without knowing a thing or two about social media.

The widespread reach of social media

Although it might seem straightforward, the role that these sites play in the lives of users is profound. Now that mobile technology has made it easier for individuals to bring the Internet with them wherever they go, on smartphones, tablets and miniature laptops, plugging into social media has become a traveling affair. Think back to the last time you were stuck on a train or walking down a busy street, for instance. Chances are, you saw several people with phone in hand, their chins lit up by a blue screen. While it’s true that they could have been checking email or hooked up to their favorite news aggregate’s mobile app, the growing ubiquity of individuals who use social media regularly throughout the day suggests otherwise.

Get the most out of your social outlets

According to CIO, this level of absolute connectivity is just fine. In fact, connectivity and the idea social recruiting can work to your advantage by knowing that potential job candidates are spending a lot of their free time perusing Facebook. How? Just like with the pool noodles example above, you wouldn’t go running into a recruitment strategy without first knowing where your prime candidates are. The source noted that this means not setting limitations for yourself. The social media giants, such as LinkedIn and Google Plus, are certainly worthwhile starting points, but it might help you to think about these websites in terms of who might be the most attracted to them. For instance, if you’re looking for individuals who might have a fair amount of experience built up already, LinkedIn is an obvious go-to, but if you’re looking for more general fare, try doing a little research into the job market you’re approaching. Are there networks specifically designed to attract scientists? social workers? educators? The answer is likely yes, and they’re well within your grasp – you just have to start looking for them.

Marry both concepts together

Just because social media has become a giant in the recruitment industry, doesn’t mean you should abandon other strategies altogether. According to Intuate Group, this strategy has become a staple in the industry for its quick and simple procedure, but a lot of it can be relatively static in application. Although you should dedicate a person – or, in some larger corporations, a team – to monitor your social media presence, this is just part of the process. When you’ve collected a group of potential candidates, who are either actively looking for you or have been drawn to the site via the posts you’ve written, that’s when it’s up to you to decide where to go. For instance, some social media sites provide an area where hopefuls can plug in their experiences, but would you prefer a complete, modern resume in digital format? You might have also noticed that you’ve managed to find a solid foundation of potential candidates, but even with your website’s information, they might be looking for a more comprehensive understanding of what the job entails. No matter what step you’re at in the recruitment process, one thing’s for certain – social media has grown into this field, and you should consider learning how your efforts might be affected.


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