Social recruiting remains one of the hottest and most discussed trends in the human resources profession, yet many recruiters have been slow to join the bandwagon.
In a 2013 study conducted by SHRM, 77 percent of companies indicated that they use social networking sites to find talent (Social Networking Websites and Staffing, 2013). That compares to 56 percent in 2011 and 34 percent in 2008. It’s no longer a choice. Organizations that do not use social media to recruit are missing out on a huge pool of active (and passive) job seekers. And without an approachable and informative career website, any efforts to build a positive image around its employer brand will ultimately fail.
It’s not always as easy as posting a job to Twitter or sending an email to a connection on Linkedin. An organization must first define its talent management and employer brand objectives before creating a strategy. It’s also important to consider the intended audience, the message, and the organization’s culture and communication style before selecting the appropriate platforms to engage potential candidates.
So what’s the best way to go about developing an effective social recruiting strategy and what websites are best suited to accomplish your goals?
Please join @weknownext at 3 p.m. ET on October 30 for #Nextchat with special guest Jim Stroud @JimStroud along with SHRM’s Aliah Wright @1SHRMScribe. We’ll chat about the ever-changing world of social recruiting and how to create the best plan for your organization.
The live conversation will occur on Spreecast. The questions will also be posted to Twitter by @weknownext.
Q1. Why does social recruiting matter?
Q2. What questions should you ask to create a social recruiting strategy?
Q3. Which websites do you check when researching candidates to learn more about them?
Q4. How do you think ATS systems will integrate with social channels in the future?
Q5. How can you search proactively for candidates instead of waiting for them to come to you?
Q6. How can recruiters use crowdsourcing and social collaboration for recruiting?
Q7. How can an organization’s current employee base be leveraged for social recruiting?
Q8. What free tools are available for social recruiting?