Social Networking Strategies in Recruiting On the Rise…

As the technology for the recruiting world continues to progress, top talent is more accessible than ever before. The potential for LinkedIn and other social networking sites to play a major role in your recruiting strategy is increased as millions of prospective candidates profile themselves on these sites.

In February 2010, LinkedIn announced that it has reached the 65-million user mark, growing quite rapidly, averaging 300,000 new profiles per month, with over nine million at the director level and above.

It’s not enough anymore to post a vacancy on the major job boards. Employers are typically spammed with many resumes from unqualified applicants. We have still found great candidates through these job boards, so continue to use them as a part of your recruiting mix. But the world of recruiting is changing. More and more, the online focus rests on social networking sites and smaller, specialized job boards.

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Ten years ago, applicant tracking systems revolutionized recruitment methods. These methods have evolved and progressed to reflect the needs of recruiters today. We believe that this will continue to happen with social recruiting (which many applicant tracking systems already incorporate). Social recruiting seems to be the recruitment tool of the now and into the future.

Toby is a seasoned talent acquisition consultant, entrepreneur, coach and speaker, and has worked with clients in a variety of industries and functional areas. She possesses over fourteen years of retained executive search experience and worked at Whitney Group (Carlyle Group, Ltd.), A.T. Kearney Executive Search, Kensington International and Wujcik & Associates. She is also an AIRS Certified Internet and Social Sourcing Recruiter. Prior to executive search, Toby spent fourteen years in the health care industry and served as a senior human resources manager with a special emphasis on recruitment, compensation, and benefits.


3 Comments on “Social Networking Strategies in Recruiting On the Rise…

  1. Toby,

    Although I am fairly new to the search and placement industry, I still must emphasize that there is no better way – currently at least – to build a relationship with a candidate than by telephone. Social networking serves as a good method for identifying the candidate at most. In order to really attract the candidates that we are paid for, we must overcome their objections with sound rebuttals using our voice, not a friend request or instant message.

  2. Great item Toby! I think you’re are 100% correct – the recruiters of the future are going to embrace social media and leverage it with traditional methods, like phone calls, to build a talent community that they can easily reach out to. I think there’s so much more that we as recruiters can do to leverage social media, whether it be Linkedin, Plaxo, Facebook, Twitter, Youtube/Vimeo or blogs….I’m really inspired by what I’m seeing the recruiting population put to work.

    The ability to engage is higher than ever, and as our talent population continues to become more and more technically savvy and plugged in it’s imperative that as recruiting professionals we make the most of the tools available to us.

  3. Great article and I agree with the comment that social (and mobile) media are tools of the future for sourcing candidates especially passive ones. I still think the jury is out on facebook – which more and more offers the same roadblocks to recruiting inquiries as it did to online marketers: candidates see facebook as thier online haven away from work and massively distrust corporate messages as fake and intrusive. Linkedin is very different.

    Social recruiting is not the only – and arguably even the most powerful tool for headhunters in the future however. Online recruiting marketplaces, that help search firms find the jobs that they can match thier passive candidates too, are rising fast & furious. Over 35% of Fortune 500 companies now use online marketplaces to market thier jobs to headhunters. Smart search firms use both: linked in for candidates and online marketplaces to find the jobs.

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