Social Recruiting in 2015 is something that happened without anyone meaning it to.
The current trends in the recruitment industry are pointing more and more towards the use of social media in recruitment for candidates to find jobs as well as recruiters looking for candidates.
A recent survey by the Jobvite recruitment company shows that 73% of hiring managers are investing more and more in their organisation’s social media presence. This is pointing towards a coming of age of this recruitment trend and defines what seems to be a shift in what social recruiting is in 2015.
We thought we’d wade into the debate on social recruiting in 2015 to share our knowledge on how candidates and recruiters can be more successful utilising the power of building and connecting with the right communities across the plethora of social media channels.
The current trends in digital recruitment marketing reinforce the idea that candidates have to be on major social media channels like Facebook, Twitter and LinkedIn. This is, however, a trend that might not last long. Looking for jobs or candidates on what are considered alternative social media networks might yield better results.
There is really high competition for finding your company or you as a candidate on major social media networks as everyone is there. Especially for tech-savvy or specialist roles in your industry, going to specific networks is a better plan.
For example, XING allows job postings – so candidates can look for jobs as well as apply for jobs through this channel. Using this approach comes with less competition for jobs – this is beneficial for candidates as well as less hassle for recruiters.
At the moment, a large proportion of job postings for professional roles and applications happen on LinkedIn. However, although this is a great channel to engage with organisations and candidates; it isn’t the only route for the future.
Increasingly, job searches by candidates on Facebook and Twitter are happening. The survey referenced here for example found that:
Engagement in these channels illustrates that it is not only passive job seekers that you reach but active recruitment activity is seen as acceptable by the communities using these normally very personal networks.
If you are a candidate, we recommend you follow the companies’ pages. Often jobs appear on these sites more quickly than on job boards. So if you have an employer in mind, you’ll not only get a sense of their employer brand and culture but also find a way to apply quickly, often reaching the hiring manager directly.
However, due to the advertising strategies behind Facebook and Twitter, not all posts are seen by all users that are following a user or have liked a page. So be sure to actually visit the pages you follow regularly to check for updates.
According to an annual social media recruitment survey conducted by CareerBuilder in 2015, the percentage of companies that depends on social networking sites to review job applicants’ profile has grown up to 52% compared to the previous year’s 43%. With figures like these you can be sure that social media has had a major influence in the 2015 recruiting process, and will continue to grow in 2016.
The Holy Grail for recruiters is, of course, better applications from fewer candidates reducing the time-to-hire and increasing the quality of those applicants being assessed. This de-clutters their application process and keeps them focused on quickly adding value to their business. So although you might think that adding the number of places where candidates can access job adverts would increase the workload of recruiters – it doesn’t. As many forward thinking organisations have automated filtering systems at the point of application.
Social recruiting opens up the ability to click on a link not to upload your CV somewhere but perhaps complete an initial online screening test building both the candidate’s experience of the brand and allowing a fairer comparison of an applicant’s suitability.
Most jobs will have requirement beyond the job specification, such as coming up with ideas that require “outside of the box thinking”– this is not just in the remit of design engineers – applying for a job through channels outside job boards and professional networks such as LinkedIn due to reduced competition will give your profile a better chance of being seen.
However, once you are found, recruiters will likely refer to the usual places to review your profile so make sure these are also up-to-date. Employers, even where technical skills or those which require compliance to standards, will still look to see ‘what you are like’ so being mindful and proactive on perfecting your online profile is really important.
Although many recruiters will use job posting automation which may include social sites, reviewing specialist community sites and advertising roles in these places can be fruitful to find passive as well as the active candidates that job sites and professional networks yield.
Receiving applications on these additional channels can give a deeper understanding of the candidate beyond their skill set, such as their wish to become a subject matter expert or opinion leader, all skills employers prize.
Social recruiting in 2015 is coming of age for recruitment due to a demand from both candidates and recruiters.
Candidates are expecting an ever-improving digital candidate experience from employers and recruitment agencies, plus these potential job-seekers are ever more welcoming of engagement from recruiters in their communities.
For recruiters, benefiting from these accessible potential jobseekers is becoming easier to manage and measure due to their access to improved recruiting platforms, reporting tools and applications – neither candidates nor recruiters can ignore the importance of their online brand and social channels as a mainstream route to a new career.
Social recruiting in 2016 will bring a major change – possibly even integrating social media directly with CV’s and profiles all in one place in many more online places.
Social Media is still social but just make sure you remove the job position of “CEO of Batman” from your Facebook profile and replace it with your actual job if you want to get a better one. We are looking!
Narcis ‘Nachos’ Radoi has worked in online/digital marketing and promotion for over 9 years and is one of the Klout top 100 experts talking about Marketing and Digital Marketing, HootSuite Certified Social Media Manager, HubSpot Inbound Marketing Certified and Google PPC / Bing Search Certified. He is currently the Global Digital Marketing Executive for Petroplan – a global recruitment company with almost 40 years of experience, specialising in the oil, gas and energy fields.