This post was originally posted at Employee Evolution Linkedin started the concept of Social Recruiting when they launched in 2003, and now it’s the buzz of the recruiting world. ERE just hosted a social recruiting conference to discuss the do’s and don’ts of social recruiting. Of course, some of the hot topics are around whether Twitter, Facebook […]
This post was originally posted at Employee Evolution
Linkedin started the concept of Social Recruiting when they launched in 2003, and now it’s the buzz of the recruiting world. ERE just hosted a to discuss the do’s and don’ts of social recruiting. Of course, some of the hot topics are around whether Twitter, Facebook and blogs are a good way to recruit candidates, and if so how do you go about recruiting them?
Whether or not these sites can help you recruit talent is not really a question. Of course they can. But because these sites are not built for recruiting and do not offer products to aid the recruiting process, it’s not an easy task. There are hundreds of ways to source candidates through these networks and if you spend enough time on them, you’ll find the talent your organization is looking for.
Unfortunately, sorting through all of the crap on Facebook and making sense of the rapid fire tweets on Twitter to find the right candidates takes a ton of time. Considering most recruiters are hard pressed to find an extra second in their day, it can be difficult to justify giving social recruiting a try.
One thing a company could do is ask their recruiters to work more hours. Of course, this won’t work. Recruiters will leave for another company so they can have a life.
Another option might be to have social media specialists. Put your least experienced, most tech savvy recruiters in charge of social media and don’t have them bother with phone calls or emails. Again, probably not a good idea. Phone calls and emails still work; social media will not change this.
What you should do is listen to the advice from recent by John Sullivan on ERE.net. The author tells companies to stop worrying about how to get recruiters to use social media for recruiting and instead get your recruiters to start thinking of themselves as managers and organizers, responsible for getting your employees on the front lines.
Sullivan says, “Social media erupted as tools to facilitate interaction, and interaction in too many aspects of one’s life can be time consuming and exhausting! Fortunately there is an answer to this problem: don’t do it alone. Use employees to build relationships, and then take advantage of those relationships!”
There are hundreds of millions of people on social networks, and each of your employees is probably connected to thousands of them. It’s already a proven fact that the number one source of new hires is referrals. If you want to improve your situation and attract top talent, your organization should be focused on how to get even more new hires through referrals.
When you really think about it, social media is built for this; it’s the ultimate referral tool. Social media is based on relationships, conversation and existing connections. When you have those things, the need for cold calls, random job postings and advanced search techniques goes way down.
If you really want to capitalize on “social recruiting,” figure out how to make each of your employees your #1 recruiter, than sit back and watch your successful new hires go through the roof.
For some great tips on how your organization can do this, check out
Ryan Healy is the COO/Co-Founder of Brazen Careerist and regularly writes and speaks on all things Gen Y, and Entrepreneurship