In an age where everything is communicated online, it is a natural evolution for job recruitment professionals to take a social media approach to what they do. But just how crucial is social media to finding the right candidate? Paramount, if you listen to the majority of recruitment professionals from retained search firms.
Last year, the U.S. digital information site Mashable released an infographic confirming that nearly nine out of ten companies employed the tools of social media to fill open job positions. LinkedIn, Facebook and Twitter were the top resources for the companies that had been using the sites for networking. This information reveals a fact that many people on both sides of the job search (employer and candidate) have long suspected--when it comes to recruitment efforts, social media is officially front and center.
But one may beg the question of why social media is so important to recruitment. The first thing is that HR professionals can get through more in less time thanks to the use of social media. This is because where one would usually need to schedule multiple interviews to pare down a list of candidates, many HR agents now simply rely on a person's online profile to speak for him. And networks like Facebook and LinkedIn have the added advantage of putting recruiters within contact with potential job applicants that they may never have encountered otherwise. One way that these networks achieve this is through increasing the geographical scope of the candidate search.
By far the most popular way to reach social media users is through the placement of job advertisements on these sites. Facebook provides several ways to reach candidates, including the use of Facebook ads and free postings in the Facebook Marketplace. A company would also benefit from having its own page on Facebook, which not only attracts potential employees but also loyal customers.
LinkedIn, on the other hand, is a site dedicated entirely to networking professionally. The professionalism of this network is such that many users hold a degree and tend to be educated signifcantly. Job postings as well as connecting your recruitment professionals to other colleagues in their industry are two proven ways to find the best talent on this site. Recruitment professionals can also attract potential employees by announcing new job openings through their profile status.
Lastly, Twitter is a useful tool for recruiting and this is something that a top executive search firm will know, but it works best for those who possess a bit of marketing savvy as well as recruitment knowledge. Finding talent this way is by far the most time-consuming, but it can reward you with a more compatible match, especially if your company is small and particularly innovative in its marketing approach. Companies who include Twitter in their recruitment strategies first build a solid network by searching for and following similar companies and users with a particular industry interest. Then, they tweet relevant job opportunities, including a link to where to apply online.
Getting the right mix is crucial for all things, and this includes recruitment, so with social media here to stay it's time to acknowledge the fact and increase output to find even better job candidates than normal. Using networking sites certainly yields a larger pool of talent, and this increases your chances of finding the perfect fit. But first, you have to decide if you'll sink or swim.
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