Social media for recruitment offers a platform, or level playing field, where recruiters can attract and engage top talent regardless of status, gender, age religious beliefs, and sexual orientation. Or… perhaps we should look again?
Companies are aware that simply posting job descriptions is not going to attract impressive credentials. Successful recruitment through social media requires reader engagement to ensure that your brand image is interesting and appealing. Competition is heating up in the labor market as top talent is quickly snared by savvy recruiters. New hires can be found through social media recruitment and sites such as LinkedIn are positioning themselves as vital tools for recruiters. Inactive job seekers quickly become active ones when a potential position appeals to them and companies are enticing new recruits before even the employee himself is actively job hunting.The plethora of social media sites currently engaged in social media recruitment activity reflects that these tools are now meccas for lucrative employment for job seekers and top talent for recruiters. The ambitious college graduate, replete with four years’ worth of debt, scans social media sites such as Facebook, and Four Square, networking with friends to find out where to meet on Saturday night, while simultaneously tapping into corporate pages for potential job leads. Aggressive recruiters are employing clever strategies such as posting YouTube videos so that potential applicants can learn about the company, its employees, and its culture.
Meanwhile, the exhausted Senior Marketing Director, at 7 am, hurriedly adds a “note to self” to check his LinkedIn network for potential product development specialists, while smelling (not drinking) his coffee, throwing burned toast at his three children, and stuffing nutritionally lacking lunch boxes into school bags.
In a recent article in the “Financial Times,” Zain Wadee suggests that social media straddles the lines between personal time and professional time. The author goes on to suggest that this merging of worlds occurs less for the older crowd. When it comes to social media, the older you are the more likely you are to venture onto “LinkedIn” and the less likely you are to visit a more social site as “Facebook.” Senior directors use social media for professional networking, while the younger graduate use it for socializing.
As more sites become involved in social media recruitment, choosing the appropriate location for your company or individual brand presence is a consideration. A company using social media recruitment strategies to search for established, credentialed professionals would be well advised to market themselves and develop a presence accordingly. Focusing on sites such as LinkedIn for more senior professionals perhaps, and Facebook for younger talent such as post graduates.
Such differentiation is valuable for social media recruiters and employers alike. For the job seeker, pick the right social media to market yourself lest you be branded by … a brand. For the recruiter, define your ideal candidate and decide what type of social media platform he or she will most likely engage in.
Is this differentiation in social media recruitment, or elitism?…
Would you care for the foie gras and Screaming Eagle Cabernet with that job description, or the turkey sub and mountain dew?
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.