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Recruiting with Social Media

 

Here on the blog, we have already mentioned the importance of a job seeker to be present and active on Social Networks. But what about recruiters? If you want to reach the biggest possible amount of active and passive candidates, where do you need to be present online? Which social networks actually work for recruitment? And how do you get started?
It is an online jungle out there, but here is some advice to make your search easier and more targeted.

Linkedin:
Every recruiter must be present on Linkedin.  In addition to your company being present with its own profile and group, every recruiter (and company employee) should have their own Linkedin account. Since so many professionals currently have a profile on Linkedin, this is a great way to reach active and passive qualified candidates easily (and for free if you have contacts of groups in common).  The advice for a recruiter is the same as for someone searching for a job: connect with people (especially people within your industry, potential interesting candidates or people with many interesting contacts), join groups, follow companies, and be active! It is important to keep your profile up to date and to regularly post job opportunities but also about other (professional) subjects.

Twitter:
More and more companies are creating Career profiles, where you can follow the job opportunities of the company.  Some companies have chosen to create different accounts, in order to give more specialized information to their followers. For example, in Talent Search People we have  a profile for every main division in the company (Sales, Native Speakers, IT&E-commerce), which means that the followers receive more qualified information about job offers in their area of interest.
As a recruiter, you can also create a more personal account, in which you describe yourself as a recruiter. This is a more personal approach and allows followers to see the person behind the company.
In Twitter you want to make sure to follow people who could turn out to be potential candidates. Depending on what you are searching for, you can follow companies within the same sector as you, people currently searching for a job or you could let Twitter advise you on "Who to follow". You also have the opportunity to advertise your tweets or your profile if you really want to reach a specific target audience. You want to tweet regularly (not too little not too much) and about different kinds of topics. Sure, job offers will be a big part of it, but it can also be about company announcements, news about your sector, your latest blog post etc. Basically anything that adds value and is interesting for the followers you want to reach.


                                                                  

Facebook:
Nowadays almost everybody has a private Facebook account. Nevertheless, more and more companies also use Facebook for recruitment. It is an alternative method to get in touch with a different kind of target audience, which might not be present on Linkedin.
As a company you cannot create a private account or a group using company name, but what you can create is a Facebook page. Here you can get "Likes" from your "Fans" and through the page distribute different kind of communication. On the page you can also add different applications, e.g. recruitment applications where candidates can apply directly.  In order to advertise your company's page, you can buy advertisements which will reach your target audience.

Branch out:
This is a professional Social Network on Facebook created in June 2010. As a recruiter it allows you to connect with potential candidates, organise and share applicant profiles, folders, notes, reminders as well as publish job vacancies.

BeKnown:
 This is a professional Social Networking application for Facebook launched by Monster Worldwide in July 2011. As a recruiter it allows you to post advertisements (from Monster) and connect with candidates from Facebook  on the Beknown platform.
Although both of these networks are growing, they are not widely used nor recognised as a useful sourcing method in the recruitment sector.
 
I hope this short summary on how to use Social Media for recruitment has helped you to realise that being present in Social Networks is vital for recruiters. Not only is recruiting through Social Media a cost-saving alternative to traditional recruitment methods, but it is also necessary if you want to reach the biggest selection of qualified candidates, especially the passive ones.  You will need to define which strategy, both you as an individual and your company, you want to use, analyse which Social Network sites work best for your target group and above all be consistent and active in the profiles or accounts you create.

Enjoy the search!
 
 


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