Social Recruiting: 3 Small Steps for Small Businesses, One Giant Leap for HR

By Erica Bell

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Bullhorn’s 2013 North American Staffing and Recruiting Trends Report found that 98.2% of respondents used social media for recruiting in 2012, versus 94% in 2011. That number is likely to continue growing in 2013. With the number of small businesses and startups currently in the US, standing out from the rest to recruit the best isn’t always easy. Social recruiting is a lot like online marketing in business – you want to reach the right audience, with the right message at the right time. With recruiting, the right audience is high-quality candidates, the right message is the open position, and the right time is when they will make the move. Here are three small steps your small business can take to make a giant leap forward in recruiting in top talent.

Social Recruiting - 3 Small Steps for Small Businesses, One Giant Leap for HR

Level Up Your LinkedIn Presence

More recruiters reported success placing candidates they found on Facebook than those they found on Twitter. However, LinkedIn is still the number one social media site for small businesses to connect with candidates. In fact, 97.3% of recruiters used LinkedIn for recruiting in 2012 and 92.9% of respondents stated that LinkedIn produced candidates they were able to place.

Make the Push for Passive

The single greatest opportunity for recruiters in 2013 is “increased access to passive candidates via social media,” according to 83% of respondents. Finding passive candidates through social media was considered to have greater potential to advance the recruiting industry than introducing more efficient business processes, and an increase in flexible roles and workspaces. To find passive candidates on social networks:

Easily Measure the Effectiveness

While some businesses may determine effectiveness based on how much time is spent contacting and acquiring each new candidate and others may deem the process effective if they are able to place multiple new employees in hard-to-fill roles, it is up to your individual small business to determine what will be considered effective. To make the measurement process easier,

Social recruiting should be a more efficient process than more traditional approaches. Your social recruiting strategy is effective if you’re receiving high-quality candidates and are filling positions. Getting involved on LinkedIn and seeking out passive candidates are some of the easiest ways to get started with social recruiting.


Author Bio: Erica Bell is a social media specialist for B2B lead generation company She writes on a number of topics including online marketing and small business strategies. Connect with on Facebook!

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