Social Recruiting (CONT’D FROM PAGE 1)
What do all of these electronic marketplaces offer that you can’t get with the familiar job boards such as Career- Builder, Monster and ZipRecruiter? “If you post a notice on the job boards, you only reach people who are actively looking for new positions,” says Nate Riggs, CEO of NR Media Group, a consulting firm in Columbus ( nrmedia.biz ). “But if you reach out on a social network, you can attract the attention of top performing people who might not be looking to move on, but who are intrigued by an unexpect- ed opportunity. This can greatly expand your candidate pool and can help you land valuable talent.” There’s yet another way social media can put you in touch with more prospects: referrals. Most employers al- ready realize the value of asking current employees for leads. Social media allow you to leverage that dynamic substantially. “Facebook, Twitter and other platforms let you invite your customers to help you in your recruiting ef- forts,” says Rebecca Mazin, a cofounder of the Tarrytown,
years ago, the value of recruiters was often determined by the quality of their personal networks,” says Toronto-based management consultant Randall Craig ( randallcraig.com ). “And, really, it’s the same today. What’s different is the de- gree of visibility: Social media have, for the first time in history, exposed those networks for everyone to see.” On the plus side, the modern-day networks are far larg- er than the old telephone and surface mail-based systems, so you enjoy an enlarged hunting ground. And there are plenty of social media to choose from. At one time Linked- In ruled the roost, and it remains an active source for up- per-level personnel. Today, though, the young Gen Zers tend to congregate on TikTok and Instagram. And there should also be a place in your recruiting arsenal for Twitter, Facebook, and up- starts such as Snapchat and Pinterest.
New York based human resources firm Recruit Right ( recruitright.net ). “You might post a comment that says something like this: ‘We are looking for an individual with the following skills. Do you know anyone like that who might like working for us?’” Pick Your Platform How do you know which social media to use? Your first thought is probably LinkedIn, which pioneered the concept of social re- cruiting some fifteen years ago. And that’s not a bad thought: While the platform is known for its array of professionals—it re- cently expanded its reach to include em- ployees at pretty much any level. But is LinkedIn the best platform for you? Maybe the people who can best answer that question are sitting a few feet away from you. Ask your employees where they hang out in cyberspace, because your most promising job candidates are likely populat- ing the same venues. Maybe they are post- ing images on Instagram, or using popular hashtags on Twitter, or posting comments in a career group on LinkedIn. Wherever You want to become an active social me- dia player far in advance of your candidate search. That’s because recruiting today is a two-way street: It’s not just you looking for a new employee; it’s a whole group of potential employees getting to know your business as a quality place to work. “It is not only you finding candidates but candidates finding you,” says Craig. “And they perform their due diligence also. They might decide you are not a good fit for them.” they go, you follow suit. Lay The Groundwork
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24 September 5, 2022
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