This is a 2 part series on how recruiters and corporations are using social media to hire top talent in ways you might not expect. Also consider registering for our FREE webinar on Feb. 25th on how to use social media and personal branding by clicking here.
While social media seems to be infiltrating nearly every bit of your lives, what about work? You might be surprised at how savvy recruiters and human resources professionals are when it comes to using social media for recruiting, sourcing, and workplace branding at your organization.
A transformation is happening in the way senior leaders and HR professionals view social media. Its a tool and channel used to reach and engage an active consumer audience, a potential future employee. The field of employment branding is leading the way. Seen as the new employer marketing resource for the workplace and recruiters, talent acquisition teams are developing talent funnels and candidate engagement strategies with social media and technology in mind. What does your online properties say about you as a professional, as an individual, and your work expertise and portfolio?
Using Social Media in Your Job Search
Having worked for a number of well-known Fortune 200 companies, I have often found that job seekers, particularly those that work in the digital space, place their personal online brand as a secondary need and focus putting their employer’s activities and social media properties first. Instead, your personal profiles and blog should be a priority if you want to attract the right attention in being seen as a leader, innovator, and a top candidate in your next career move. There must be a balance between your employee’s reputation as an individual and your company’s corporate Twitter account. Without an online presence beyond the corporate digital brand, you, as the individual cannot be sourced, evaluated, or even found. This is especially important since an astounding 93 percent of employers are using social media in their recruitment strategies this year.
The strategies for social recruiting are complex and targeted to an audience using a variety of methods and strategies with social media and Internet marketing in mind.
LinkedIn, the Professional Job Search Network
A favorite choice for recruiters and HR professionals alike is Linkedin. Jobvite’s 2012 Social Recruiting Survey found that 93 percent of recruiters using LinkedIn. Companies are taking advantage of features like company profiles, recruiting search and sourcing features as well as Groups to direct job seekers to open positions.
Since Twitter and Facebook remain viable sources to drive candidates to open positions, job feeds are becoming a popular method for recruitment. Companies are using job-posting feeds to automate job postings from their ATS or applicant tracking system to social networks. An ATS is the online portal where a candidate applies for a job opening. This strategy is strictly one way and leverages SEO and keywords to direct candidates to positions.
When it comes to recruiting there are two types of candidate search 1) Just in Time Recruitment and 2) Strategic Search. The Just in Time Recruitment strategy happens when we need to fill a position right away so recruiters are using sourcing and online search tools to find specific job seekers to fill often very specific and competitive positions. Recruiters source social networks and profiles either using individual using keyword search or tools like Remarkable Hire, which allows for recruiters to search multiple social networks and online communities in a single search. The strategic search focuses more on building talent networks for when future positions become available. Recruiters are always courting, building relationships, and driving potential hires to company-owned and custom-built social networks and properties. This allows them to anticipate hiring needs helping them cut down on recruiting metrics like cost per hire and time to fill.
Register for our FREE webinar on how to use social media and personal branding by clicking here. Stay tuned for the second part of our social media job search series.