Search engines like AltaVista and AOL are a distant memory if you remember searching for information online in the mid-1990s. But when Google came on the scene, it firmly lodged itself in the American technology vernacular as both a noun and a verb. “I Googled it,” is the same as saying you looked far and wide, which is what effective recruiters have to do to locate superstar candidates.
Google’s spin-off, Google Plus or G+ for short, is social media for recruitment that’s not “generationally segmented.” New entrants to the workforce, recent graduates and seasoned professionals all use G+. It might just become your go-to social networking for candidate sourcing if you don’t have time to use more than one social networking site.
Google+ taps into the candidate’s online presence – professional and a little bit of social. That’s terrific for finding passive candidates or talented prospects with skill sets they never really thought were marketable. Recruiters source candidates using a number of variables, from geographic location to industry and employer name.
Beyond sourcing, the G+ tool for video chat, called Google Hangouts, is useful for conducting interviews. It saves a lot of money and potential let-downs. You ever experienced candidates who look great on paper, but have the personality of corkboard when you meet them face-to-face? Google Hangouts can save you the disappointment. What’s unfortunate is that Google couldn’t find another word that doesn’t sound like you’re using the local dive to handle your recruiting tasks.
So, what about Facebook? A good percentage – more than 50 % — of Zuckerberg’s devotees use Facebook to post and read news items, but many others utilize it as purely a social network. Employers say, “Like us on Facebook,” but what does that really mean? Recruiters aren’t going to initiate contact with people who click the company’s “Like” button. It’s not proactive and it’s definitely not a productive use of time. And, we all know how counterproductive recruiting ideas drive up the cost per hire. As a recruiter simply perusing Facebook likes, you’re merely reacting to what might be someone’s subconscious decision to “Like” your company because it sounded like a good idea.
Recruiters who source candidates by looking for fans claiming to like the company are wasting time – it’s a tedious process. They don’t know if someone “Liked” your company page because she likes the company’s product or because she likes the company enough to want to work there. Besides, SHRM says that 54 % of recruiters use Facebook. Again, why choose a medium that so many people are using, when there’s no proof that it’s super-effective? Wouldn’t you opt for the medium with less competition?
That leaves Twitter among viable options for social media for recruitment. It’s F&F (Fast and Furious for those who aren’t into politics or pop culture and movies). Twitter’s lightning-speed dispatch enables you to post jobs in less than the time it takes you to walk down the hall to your office after you’ve gotten the req from a hiring manager. Recruiters who broadcast 140-character job postings or announcements of upcoming openings can reach thousands of active job seekers in mere seconds.
Recruiters also can source candidates by searching Twitter profiles that contain variations on keywords from open reqs, such as “IT guru” or “graphic design artist.” Jobvite, a spin-off of sorts, uses Twitter to aid recruiters in not just identifying potential candidates, but tracking them as well – at nowhere near the cost of implementing an ATS. Just a little over a third of recruiters use Twitter, but the return on investment in a short 140-character blurb can be enticing enough to make it a mainstay in your recruiting ideas toolbox. If you’re not well-versed in Twitter or tweeting jobs, you can be, in less than 15 minutes, a lot less time it takes to establish other social media accounts, peruse resumes and profiles and chase candidates whose interest is lukewarm at best.
What are your favorite recruiting tips in regard to using social media for recruitment? Please share….we’d love to hear your insights on this rapidly evolving space.
Andrew Greenberg’s roots in recruiting date back to 1996. He has experience both on the agency-side and corporate-side of the staffing business, with a focus in the financial services space at companies like Bloomberg and UBS. He also has core experience with information technology staffing, and has worked for major software companies such as SAP Business Objects and IBM/Informix Software. To get in touch with Andrew, you can reach him by email or by phone at (800) 797-6160.