For years, the name of the game for managing people was employee satisfaction. With a changing labor market and higher employer standards, that focus is changing.
How to Recruit Top Talent Employees Through Social Networking
How to use social networks to recruit great employees
Social networking is a vital tool for every brand and is quickly changing the face of how we do business and how we hire. In fact, sites like LinkedIn, Facebook, Twitter, Google+ and even Pinterest could just find the candidate you need to propel your business to the next level.
When it comes to recruiting the best talent for your company, start-up and experienced CEOs, entrepreneurs, and business leaders will tell you that using one resource to find the right person at the right time is never enough!
Each social network provides its own diverse platform to find candidates for various roles, but how successful is employee sourcing via social media? And which network is the best for recruiting? This essential guide explores social media recruiting success rates and provides top tips for those looking to recruit socially.
Which social network is best for recruiting candidates?
After its recent 10th birthday, Facebook is reported to have 1.23 billion active users, making it an obvious choice for social recruiters looking for success. However, whilst Facebook’s active member statistics remain unrivaled, LinkedIn has become the rising star of the social recruiting world.
LinkedIn currently has 277 million users, and with 2.1 million groups (and counting), the network has become a firm favorite for job seekers looking to find work in their respective industries. The social network has become particularly successful for recruiters looking for more experienced candidates: 62% of LinkedIn job seekers are over the age of 40, and 51% are earning salaries over $75,000 in their current positions. Conversely, LinkedIn has also become a vital resource for recruiters looking for college graduates.
LinkedIn is officially the most popular network to find and vet candidates, with 94% of social media recruiting taking place here in 2013 alone. Google+ and YouTube however were deemed the least effective.
Social media success rates
2013 was deemed the Year of Social Media Recruiting and according to the Jobvite Social Recruiting Survey, 94% of business owners used internal and external social networking to find talent and strengthen their recruitment strategy.
The use of social media has not only proved successful in finding the right candidate for the job, but has also impacted on wider recruitment process for businesses of all shapes and sizes. The use of social recruiting has essentially streamlined how companies find and vet candidates, reducing the amount of time it takes to hire, improving candidate quality, and increasing the number of candidates that apply for the position. Social media recruiting has also seen the number and strength of employee referrals improve ten-fold.
So what rewards have recruiters and business owners reaped from using social media to source talent? In 2013, social recruiting was responsible for finding 42% of applicants, and 14% of hires, whilst the same percentage of hires stayed with their respective companies for more than three years.
Common mistakes made by social recruiters
For those new to social recruiting, the transition from brand page to hiring portal can be a difficult one; many recruiters and business owners make a few mistakes along the way in their search for top talent. With so many networks out there it is easy to lose sight of your strategy.
To help you stay focused here are the top mistakes to avoid in order for you to reach your full potential:
- Don’t think posting the job is enough: Always be on hand to update users on how the recruitment process is going, communicate further details about the role, and respond to user inquiries about the position and wider application process.
- Don’t be too generic: As with any business strategy, defining your target audience is of utmost importance. This will also help you decide which network will be the most effective for filling the position. An untargeted strategy will only frustrate the people you are looking to attract to your company.
- Don’t set up profiles just to recruit: Successful social recruiting requires an already established following; take time to develop your connections and build trust before you recruit to ensure you entice the best candidates around.
- Don’t do it alone: Making the transition from recruiter to social recruiter can be daunting; however, there are many resources available for you to understand how to use social media effectively. Seek training and other guidance to promote best practices on the social recruiting scene.
Have you successfully used social networking for recruiting and screening purposes? What has been your best approach? Let us know in the comments section below.