Social media has taken recruiting by storm, providing a platform where recruiters, employers and candidates can connect long before the official hiring process. In this week’s RPOA Weekly, we take a look at the tips and trends in social recruiting, from employer branding to the newest sites and the changing face of LinkedIn.
As social media becomes more prevalent and millennials become a majority of the workforce, recruiting and staffing professionals will need to include a social media strategy in their recruiting and sourcing efforts. This article discusses social recruiting, which it defines as using social networks to both find talent and promote open positions. It then goes on to ask and answer why social recruiting is important for talent acquisition professionals, how to set a strategy for engaging with candidates on social media, the risks of not engaging in social recruiting, and the biggest challenges and most recent trends of social recruiting.
To become known as one of the best places to work, you need to have a top-notch employer branding strategy, which requires a certain level of social media adoption and savvy. This article suggests that companies need to understand their level of social media maturity, or formality and optimization of processes, to be able to create a truly stellar brand strategy. It introduces the “Capability Maturity Model” to assess their social media maturity level, and explains the five levels of the model, and suggests an action plan that companies can use to get from level one all the way through.
Most recruiters know about the recruiting opportunities on Facebook, Twitter and LinkedIn. But did you know that the social recruiting possibilities don’t end there? This article introduces the idea of scoping smaller social media sites like Instagram, Pinterest and Periscope as a way to introduce your company to potential employees and connect with them online. It suggests several tips to remember about using the smaller social media sites for recruiting, such as telling personal stories from your employees, keeping an eye on what your competitors are doing, and adding hashtags to your photos.
Social media has literally changed the world, and the world of recruiting is no exception. This article takes a look at how social media has done away with some more traditional recruiting efforts, and how the big three of social recruiting (Twitter, Facebook and LinkedIn) can best be used for social recruiting. Finally, it lists some of the benefits of social media recruiting, including the digital exchange of data, cost-savings, casting a wider net work for candidates, and a faster hiring process.
LinkedIn wasn’t originally conceived as a “social” media site, but that’s no longer the case. This article examines how LinkedIn has changed from its original conception as a “digital rolodex” to a more social, sharing site. It focuses on the ability to posts, and points out that as more data becomes available, employers and recruiters will be able to use an individual’s likes, shares and posts on LinkedIn to screen applications and identify potential candidates on its increasingly social platform.