Recruiters have always been on the cutting edge of trying the latest recruiting tools to be able to compete in a tight market.
Remember when there was a waiting list to get the latest AIRS training for Google searching? Today, having solid Google Boolean search skills is simply part of the job. The complexity – and dare I say competition – now lies in the way recruiters and Talent Acquisition teams extend their reach using social media for recruiting. The social recruiting landscape has broadened and a number of new social recruiting tools now pepper the Internet to assist recruiters with social recruiting.
So how do you select which social recruiting tools are right for your business? You first need to know your unique requirements in order to properly evaluate the social recruiting tools available. Here are five things to consider:
1. Define your social recruiting goals – Are you trying to get exposure for your recruiting brand? Do you have specific, targeted recruiting numbers that you wish to accomplish with social recruiting? Or do you simply want an easy way to blast out job postings to the social networks of your employees? Define what you hope to achieve with social recruiting before you consider which social recruiting tool is right for your business.
2. Define your metrics – Social recruiting tools offer different types of metrics. You should know what’s important to your organization before you embark on the selection of a social recruiting tool.
3. Determine your budget – Let’s face it, every company screams for top talent but many don’t have the financial resources to support experimenting with new social recruiting tools. Before you get all excited about the Mercedes level of social recruiting tools, find out if you can afford it or if you should be focused more on the Hyundai level of social recruiting tools!
4. Know your bandwidth – While all of the social recruiting tools claim to make life much easier for recruiters, the truth is, there is a time commitment from one or many staff members when implementing and maintaining any social recruiting tool. It’s important to ask yourself which team members have the bandwidth and capability to implement and maintain the social recruiting tool so that you maximize the benefits of such tools. Ask the provider to break down the implementation process so that you know what’s expected during each phase.
5. Understand the technology – Do you already have a robust applicant tracking system? If so, some of the social recruiting tools will grab job postings from your ATS and send candidates directly into your system. However, if you are a small company without a lot of infrastructures, you should understand what technology your new social recruiting tool will require for implementation. Where will the candidates go? And will job postings be automatic? The technology you have or the technology required is an important factor when considering social recruiting tools.
Once you’ve defined your needs and requirements, we recommend creating a checklist. It could be a simple spreadsheet whereby you outline your requirements or limitations and then use that checklist to gather data. Once you have it all in one place, you can select which social recruiting tool is best for your organization.
One last tip – be sure to utilize the sales and operations team of the provider as they have likely experienced many of the hurdles you will potentially face. Find out in advance what level of support they will provide before, during and after you select their social recruiting tool!
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.