Jobvite is a software-as-a-service platform with a modular format for social recruiting. The Jobvite modules include Refer for employee referrals, Jobvite Engage for sourcing, and Hire, a total hiring solution to manage recruiting from requisition through hire.
Each year, Jobvite conducts a survey of recruiters and HR personnel, asking about their use of social media in recruiting and hiring. Their 2013 survey results show social recruiting is no longer the new thing in recruiting but a universal process.
Social recruiting has improved hiring in several key areas, giving recruiters different ways to gain insight into candidates and making it easier to get quality employee referrals.
Social Recruiting Improves Hiring
Jobvite’s 2013 survey shows that social recruiting produces more than 25 percent improvements in time to hire, candidate quality, candidate quantity, and employee referrals. That means employers can hire more top candidates in less time, and get more employee referrals, with social recruiting.
And social recruiting improves retention too. Compared to candidates recruited and hired from job boards (14 percent hires who stay more than three years), 61 percent of hires acquired through social recruiting such as referrals and the company career page stay more than three years.
Jobvite’s 2013 survey show that the top social networks for recruiting include LinkedIn, Facebook, Twitter, a company blog, Google+, and YouTube. Recruiters and HR personnel are using LinkedIn for sourcing and Facebook, Twitter, and YouTube for showcasing their employer brands. This is an important guidepost for smaller employers who think they don’t have the time or interest in social recruiting. If social recruiting is a universal hiring process, those who aren’t participating are losing candidates to their competition who are
Different Channels for Different Candidates
Different social media channels work better for certain types of candidates. Jobvite shows that LinkedIn works for candidates with professional experience and specific hard skills. Facebook, Twitter, and Google+ work well for recruiters to assess cultural fit and insight into candidates’ industry-related posts.
Multiple Channels for Real Insight
The quantity and variety of social media channels enables recruiters to get more meaningful insight into candidates than traditional recruiting methods. It also enables recruiters to take a more marketing-like approach to recruiting to both understand candidates and attract and appeal to them.
Recruiters can see how candidates participate in social media in professional and industry forums to get insight into their expertise in certain areas. They can see how good candidates are at networking by the size and quality of their social media networks. They can see interests and passions and influence among peers. Recruiters can get this type of insight about candidates before meeting them in person.
Employers and recruiters can let candidates know about their opening, company culture, values, and business objectives through social media before bringing anyone in for in-person interviews.
Social Media Facilitates Referrals
Jobvite’s survey indicates that social media allows employees to more easily refer top candidates, representing a high return on investment in recruiting dollars and activities because studies show referral hires are hired faster, are higher quality performers, and have better retention rates.
Other interesting results from Jobvite’s 2013 Social Recruiting Survey include a finding that social recruiting is universal across industries, has increased almost 20 percent since 2008, and 78 percent of recruiters have hired through social media.
Besides LinkedIn, Facebook, and Twitter, recruiters have a wide variety of specialized social media sites including GitHub, Pinterest, Vimeo, Xing, Instagram, Stackoverflow, TalentBin, Yammer, as well as one of The Recruiting Division’s favorites — SwoopTalent.
Social recruiting improves culture fit and hiring efficiency and provides strong ROI in recruiting spends and candidate quality to help recruiters combat tough competition in hiring and retention. The most competitive fields in the job market include software engineering, product management, data science/analysis, marketing, project management, and sales and account management. Recruiters sourcing and hiring candidates in these areas need the tools that social recruiting provides to find and attract top candidates.
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.