You are an over-burdened recruiter who has hiring deadlines to be met. You rely on the employees and wait for days to acquire good candidate prospects. What are the chances of you getting good candidate referrals and getting it converted to employees? Trivial!
You rarely acquire desired candidate inquiries, let alone the time and resources wasted in it!
So, what’s the solution? Tada! Social Sourcing!
What is the first and last thing we do every day? Checking out our social media networks, right? But, what makes these social media platforms powerful sources for networking? Their audience size!
According to the report provided by Statista, Facebook had 2.2 billion monthly active users, YouTube had 1.5 billion monthly active users, Instagram had 800 million monthly active users, Twitter had 330 monthly active users and LinkedIn had 260 million monthly active users, as of January 2018.
But, how many of the job seekers are using social media actively for seeking new job opportunities? Well, 79% of job seekers are using social media for finding new job opportunities!
Now the question is How crucial is leveraging this opportunity of networking and communicating with the 79% of candidate prospects for your Talent Acquisition requirements?
1. Crucial Enough to Save Resources & Time!
Whether a company is a startup, midsized or tech/non-tech giant, sourcing candidates through social media can not only ease recruitment efforts but can also save the resources and time invested in sourcing through traditional methods. However, companies across the globe have realized the importance of social sourcing for their Talent Acquisition requirements. According to CareerBuilder’s annual social media recruitment survey, 60% of employers are already using social media platforms to research and recruit candidates.
2. Crucial Enough to Engage with the Candidates Prior to Interview!
Not everything can be covered in a 2-page résumé. Engaging in a conversation with the candidate prior to the interview and going through the information provided on their social media profiles can help the recruiter to acquire more information about the candidate and thus gain more insights and help in engaging more while interviewing.
3. Crucial Enough to Have Transparency at Both the Ends!
Going through candidate’s different social media platform profiles not only provides detailed information related to the candidate but can also provide the recruiter with invaluable information and positive or negative insights about the candidate's personality. Not only the recruiter but the candidate can also gain in-depth knowledge of the recruiter and the company’s culture as well.
Moreover, having more knowledge about the candidate apart from what’s mentioned on the résumé can help the recruiters in crafting the interview flow accordingly.
4. Crucial Enough to Build Relationships!
Whether you end up hiring the candidate or not, having a social media connection helps you maintain a future relationship with the person. The candidate might not be interested in the opportunity at present, but there are chances of them being available for future job opportunities through you.
Hence, sourcing candidates on social media and thereafter, maintaining the social relationship can help the employers with future talent acquisition requirements.
5. Crucial Enough to Build Employer Image!
Building Employer Image! Is it important enough to fill up the job vacancies? Absolutely! Firstly, having a relationship with the old and new candidates build a positive image about the recruiter for being approachable and professional and Secondly, showcasing the company’s work culture over social media platforms and communicating frequently about new job openings with the candidates can make them more interested in working with the organization.
According to the Society of Human Resource Management, 84% of recruiters are already using Social Media for their recruitment requirements and 9% are planning to implement it as their recruitment tool. What are you waiting for?
About the Author:
Ruby is a passionate and committed Operations Manager at IMS One world. Her keen analytical skills allow her to assess the business impact of carefully executed and calibrated searches whilst developing long-term relationships with both clients and candidates. You can find her on Twitter and LinkedIn.
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