When trying to find the highest caliber of talent for your small business or marketing firm, consider recruiting via social media to easily find and screen a pool of qualified candidates. Jobvite, a leader in recruiting technology, reported in its annual Social Recruiting Survey that social recruiting has “become an essential HR practice, with 92% of U.S. companies using social networks and media to find talent in 2012, up from 78% five years ago.” With the importance of recruiting through social media increasing, businesses should look to the major social networks like Facebook, Twitter and LinkedIn to find job candidates and network.
Many recruiters have been successful in finding talent using social media with another Jobvite survey showing that more than 7 out of 10 employers have successfully hired a candidate through social media (73%), which is up from 63% in 2011 and 58% in 2010.
Here are ways using social media can improve your recruiting:
Attract talent through social media
While Facebook and Twitter are the most popular social networks, LinkedIn is the largest professional network on the Internet, with its corporate talent solutions being used by 85 of the Fortune 100 companies. LinkedIn is the most practical social network to use to attract talented and qualified applicants with its ability for recruiters to post jobs that are searchable, have job listings appear within applicant Updates or even post jobs in professional or marketing industry-related groups. With recruiters using networks for social hires, the majority of respondents (89%) said they have hired from LinkedIn while 25% said they have hired through Facebook and 15% through Twitter.
Screen applicants using their profiles
While the importance of finding talent via social media has grown, it has also become a crucial part of the applicant screening process. Before the interview or during, you can gain insight into the lives of applicants through their social media profiles, seeing how professional they were in their previous job positions or if they have potentially controversial profile content that warrants not hiring them. For example, to find applicants using Twitter, recruiters can use the micro blogging site’s powerful search feature to look for tweets using the job candidate’s Twitter handle or their name listed in applicant materials.
The search for applicants via social networks has boomed. With social media’s powerful features, recruiters can easily find top talent and screen them to find the perfect candidate.
Post by Terri-Ann Cormier
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