Social Recruitment
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SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014
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Transcript of Social Recruitment
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SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014
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Because social media serves to amplify real
life, recruiters will continue to find success
in amplifying their messages using the
technology. The most successful will also
understand that they need to become part of
the community from which they are sourcing
to be respected as a trusted resource for
employment opportunities and other topics
such as career education.
Social media usage among recruiters and hiring
managers will increase as stories of success
escalate. But those who don’t understand
that social media is more than technology
will wonder why they can’t find success when
others around them do.
I hope corporate and personal community
building will become a trend in 2014. I know it
works as I’ve assisted several companies and
many individuals in building their personal,
authentic value-first community. They are
finding amazing success as they broaden the
conversation and provide more value.
My book, being released mid 2014, called
“Feel of Success,” describes the process and
shares case studies to help people understand
how and, more importantly, why to do just that.
LinkedIn is still “all the rage” and will continue
to be. But I believe recruiters need to know
where their audience hangs out on other
platforms as well. You need to know all the
platforms that your community visits and tap
into the stream to find, identify and attract
the best talent.
I recommend recruiters who really want to
drink from the fountain engage on Twitter
and on Google+. (Click to tweet)
Why Google+? Because that platform is for
people with passion. I recommend Facebook
as a referral community builder, and also
Nimble.com as a social CRM tool to consolidate
your social inboxes. Triberr is a great service for
bloggers. I recommend GaggleAmp if you have
a job feed, especially if you’re at a mid-to-large
size company, and Instagram and Tumblr to
share success stories. These two platforms will
especially capture the interest of Millennials.
Lori RuffCEOIntegrated Alliances
You need to know all the platforms that your community visits and tap into the stream to find, identify and attract the best talent.
www.twitter.com/loriruff
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Social media will continue to profoundly impact
how candidates are sourced, engaged, and
hired. LinkedIn has just developed a mobile
app for candidates and one for recruiters.
Everything is shifting to this space, from how
jobs are advertised to how candidates apply.
There’s no doubt that social media use among
recruiters will increase. LinkedIn has just
launched a mobile version of the flagship
product, LinkedIn Recruiter Mobile. It’s well
designed, easy to use and robust. In fact,
there’s a nice link to engage hiring managers,
too. Other companies in this space are building
their new products from the ground up to be
mobile-ready, and existing products are being
converted to mobile.
One unconventional recruiting technique is
to engage candidates in online conversations
about opportunities in general rather than
having candidates apply directly to a specific
position.
Belonging to and engaging in online groups
is an essential part of networking.
(Click to tweet)
Becoming a go-to resource in these groups will
pay huge dividends in the future.
Think with a “talent scarcity” mindset first and
work on attracting people into opportunities
versus weeding them out. Engage people in
thought-provoking discussions.
Lou AdlerPresidentThe Adler Group
One unconventional recruiting technique is to engage candidates in online conversations about opportunities in general rather than having candidates apply directly to a specific position.
www.linkedin.com/in/louadler
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There’s more information at our fingertips than
ever before. Much of that info is other peoples’
personal information. This is kind of terrifying,
but also super great for reaching out to passive
candidates, especially Millennials due to their
love of telling the whole world about every
coffee they drink, mud run they finish, or cute
cat they see!
No social network out there provides
recruiters with more access than Facebook.
(Click to tweet)
Thanks to their Social Graph, and new features
like Facebook Skills, that prompt users to
share their professional and personal details,
targeting specific candidates like Millennials
with Facebook Ads just keeps getting easier.
Candidates want to search for and apply for
jobs from their mobile device. Recruiting
Millennials is the biggest new trend for 2014
because they spend more time accessing their
social networks from mobile devices than a
desktop. If you want to go where the talent
is, you have to go mobile. For the love of
talent pools, top talent, and all things good in
the world of HR, please make your recruiting
mobile in 2014!
It’s easy to play down the importance of
employer branding, or pretend it’s just a fad
that social media gurus are trying to sell, but
the truth is, the candidate experience begins
with your employer brand. The first thing most
job-seekers do before applying is Google the
company they are applying to. What they find
is the first impression you’ll make on them.
Make that impression count!
Use Facebook, and other social networks,
to build an employer brand that will make
candidates excited to apply for your jobs.
Millennials value flexibility in their work, so
that’s an area worth highlighting, as well as
employee profiles, and any interesting perks
that your company offers.
If you want to successfully recruit Millennials,
you’ll need to use targeted social media, make
your recruiting mobile, focus on the candidate
experience, and build social proof with your
employer brand.
For more information on communicating with
Millenials, check out the Identified On Air
episode on The Young and Hireable: Recruiting
Gen-Y Candidates.
Ryan St. GermaineCEOJobcast
If you want to go where the talent is, you have to go mobile.
www.twitter.com/jobcastnet
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In 2014, there should be a greater emphasis
on content as a recruiting tool. Google has
been tailoring its algorithm for some time to
respond favorably to social signals. Whenever
someone tweets, Likes, shares or comments on
a form of content, that information is validated
in Google’s eyes and rewarded with a higher
ranking.
According to recent stats from Zag Interactive,
unless you are in the top five position in search
results, your site will most likely go unnoticed.
How is that possible? Well, when you consider
that 75 percent of search engine users never
scroll past the first page, it’s easy to imagine.
Also, according to Comscore, two out of three
searches of any kind, job searches included,
begin on Google. If people start their job
search on Google, shouldn’t you be there?
While Google is a great place to position
yourself with active job seekers, passive
job seekers require a different strategy that
focuses on trying to get them to come to you.
To accomplish that, you need content
that is useful, engaging, relevant and worthy
of being shared to the people you want
to recruit. (Click to tweet)
The more you are able to produce such
information, the more likely it will be that
people validate the material with Likes, +1s,
and more. Of course, the more that happens,
the more search engines will take note and
influence passive candidates to learn more
about your company.
Jim StroudDirector of Sourcing and Social StrategyBernard Hodes Group www.linkedin.com/in/jimstroud
While Google is a great place to position yourself with active job seekers, passive job seekers require a different strategy that focuses on trying to get them to come to you.
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All too often I hear recruiters say how
enthusiastic they are about using social media
channels, but still find it difficult to maintain,
while keeping up the standards and essential
activities of their long-established recruitment
methods.
What many recruiters usually don’t realize is
that social media is already a big part of what
they do and will continue to grow in 2014.
This, in turn, means that they are currently
struggling to juggle their communications with
clients and candidates through these networks,
and at the same time, record that activity on
their in-house recruitment software.
Recognizing how integral social media
channels currently are to your daily work as a
recruiter is key to smoothing out the kinks and
embedding it in a way that causes less hassle,
and pays dividends. In too many cases, we feel
that social media is what we do on the side,
almost as if we are being somehow unfaithful
to the traditional methods of recruitment.
Forget for a moment the different platforms,
and recognize that all these channels are simply
new ways to find candidates, to communicate
with them, and vitally, to record that activity in
a way which was never possible before.
Emails, applications, tweets, DMs, InMail,
Follows, Connections and Likes are all
interactions which can form the line which
flows through every recruitment assignment,
stretching from the placement and start date,
right back to even before the job order was
taken. An immense amount of work goes into
most assignments, much of which the client
never sees, and the candidate is never aware
of. Recruiters themselves are often oblivious to
the lengths they have gone to fill each vacancy.
It certainly feels like hard work, but it’s usually
difficult to quantify, never mind to analyze in
real-time which paths are working, and which
are not.
The ability to record activities and
interactions made through social media
alongside your established methods is
crucial to ensuring that you know for a
fact that you are getting a return on your
investment. (Click to tweet)
The difference between recruiters who think
social media works, and those who know it
works, is the essential data to trace successful
placements through the full recruitment cycle.
Stephen O’DonnellFounderThe National Online Recruitment Awards and PC Evaluate
Recognizing how integral social media channels currently are to your daily work as a recruiter is key to smoothing out the kinks and embedding it in a way that causes less hassle, and pays dividends.
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First of all the term ‘social media’ needs to
either be re-defined or partitioned. Social
media can be used as a medium to connect
with other people and build both personal and
professional networks. When it comes to sites
like LinkedIn Recruiter and Identified Recruit,
these tools should not be thought of as simply
social media destinations. Instead, they are
résumé/profile databases that are searchable
using Boolean search strings.
One trend is the appearance of aggregator
sites that compile a searchable database
of candidates by searching the web for
candidates that have a visible phone number or
email address.
Another continuing trend will be sourcers
and recruiters finding new ways to search for
passive candidates using various strategies
such as finding hidden directories and sifting
through Google searches.
Identified Recruit is really unique in that
it offers the best of both worlds. It is
a semantic Boolean-driven searchable
database of profiles that offers access to a
billion passive candidates! (Click to tweet)
Who knows about tomorrow, but today
semantic searching alone is not going to
replace the need for Boolean; instead, they
can complement each other. Going into 2014,
the bulk of “found” candidates will come
from a combination of LinkedIn Recruiter and
Identified Recruit.
John Childs Founder Childs Boolean Training [email protected]
Social media can be used as a medium to connect with other people and build both personal and professional networks.
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Social media provides not only an active
community from which to recruit, but it can
also be used as a candidate referral driver, as
well as a background check and pre-interview
screening tool.
With social media, it’s more about building
long-term relationships with candidates rather
than an immediate source-to-hire strategy. This
means building your own company LinkedIn or
talent community that you own and control —
this is a game changer in the space. Social
media allows recruiters and employers to drive
candidate sourcing and engagement versus
waiting for a job seeker to apply to begin that
process.
While LinkedIn remains a great source of
candidates, it is flooded with recruiters. (Click to tweet)
Job seekers, especially in sought-after
categories like engineering, are choosing
not to engage on LinkedIn because of how
aggressively they are being pursued on this
platform.
LinkedIn will begin to decline in use because
it is so saturated. So, companies must also
begin to diversify and experiment with other
channels.
There are new resources, services and
strategies that can provide more success and
at a lower cost per hire.
I’d like to see recruiters spend more time on
content marketing and providing resources and
information for specific audiences in the form
of downloadable content like ebooks, blogs
and videos. Social media is more than just
being present. It’s about contributing to the
community.
Forums, blogs and sites specific to
communities that recruiters are targeting will
continue to be key. These vary on positions.
For example, my blog caters to the HR and
recruiting community. Recruiters can leverage
my blog to build relationships with targeted job
seekers that are experienced in social media.
Instagram and Snapchat are other great
resources that can be used creatively to brand,
source and build relationships with job seekers.
Jessica Miller-MerrellPresident and CEOXceptional HR
LinkedIn will begin to decline in use because it is so saturated. There are new resources, services and strategies that can provide more success and at a lower cost per hire.
www.twitter.com/blogging4jobs
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Social media is more than just Facebook,
LinkedIn, and Twitter. Though these sites are
all used successfully for recruiting, don’t forget
that there are many other sites that make up
the world of social media, like Pinterest, Tumblr,
Google+, and more.
Simply posting a position description and
requirements, regardless of the online
vehicle, is neither appealing nor intriguing. (Click to tweet)
Learn to sell the dream and the sizzle. Passive
job seekers can be recruited if they see an
opportunity that entices them to a point where
they are intrigued to want to learn more.
Recruiting should be an ongoing effort. Work
on filling current needs, while always planting
seeds to fill future needs. Social media is
fabulously fertile soil that can be used to plant
and grow those seeds. It’s said that 16 percent
of the workforce is actively seeking a job at any
given time. Social media can give companies
an edge in building their brand, sharing their
culture, and developing long-term relationships
with passive job seekers.
If you’re not using social media to recruit, your
competition is, and it’s not wise to allow them
to gain such a huge competitive edge. Social
media is here to stay. Make it a part of your
overall recruitment strategy.
Jessica Levinson Owner and PresidentEnchanted Careers
Social media can give companies an edge in building their brand, sharing their culture, and developing long-term relationships with passive job seekers.
www.facebook.com/EnchantedCareers
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The practice of social recruiting is still fairly
new in the industry but we already see value in
companies using social media to engage with
talent.
By maintaining a presence on social media
sites, companies can expand their networks
of qualified applicants, keep candidates
engaged with their brands, and ultimately
streamline the hiring process.
(Click to tweet)
The use of social media among recruiters
and hiring managers will continue to
increase in 2014 and beyond. Recruiters and
hiring managers are an extension of their
organization’s marketing department and it’s
just as important for HR pros to be branding
their organizations as it is for marketers.
Recruiters and hiring managers need to get
their brand and jobs in front of people and
more importantly, be where the people are
as social media continues to become more
popular.
Talent communities are what we see as the
future for recruitment. In fact, Beyond.com
holds a patent in social recruiting and the
building of talent communities. We want to
help this evolve the way recruiting is done now
and in the future. With many people competing
for the same positions, companies want to hire
candidates that stand out or show an affiliation
to their brand off the bat. By interacting with
candidates, even if the company isn’t hiring,
organizations can cultivate relationships
with potential employees through talent
communities so when they are ready to hire,
they already have an engaged pool of talent to
choose from.
There are many emerging social media
technologies that people are using to get
noticed by recruiters and hiring managers.
While they aren’t all being heavily used, the
use of social media is certainly spicing up the
recruitment space. For example, we’ve seen
candidates that are using Pinterest, Instagram,
Vine, and Snapchat to get noticed. With so
many social media platforms, it is hard to say
what will spring up next, but we can always
count on the creativity of the candidates.
Rich MilgramFounder and CEOBeyond.com, The Career Network
By interacting with candidates, organizations can cultivate relationships with potential employees so when they are ready to hire, they already have an engaged pool of talent to choose from.
www.linkedin.com/in/richmilgram
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2014 will see a tipping point occur where most
well-informed recruiters will realize that social
media recruiting is just one of many tools that
they should use as part of their recruiting
strategy.
Every few years, recruiters are convinced by
self-interested consultants and vendors that
another silver bullet has miraculously appeared
that will solve every recruiting woe. Inevitably,
those recruiters throw too much of their time
and budgetary resources into that tool only to
find disappointment.
True social media recruiting does not include
posting jobs to social media sites such as
Facebook or LinkedIn.
I hope that in 2014 most recruiters understand
and act consistently with the reality that
efficiency for the sake of efficiency is a
fool’s game. Though it saves money and
fills requisitions, it does not result in hiring
candidates that can positively transform an
organization. The best candidates do not come
at the lowest possible price nor at the lowest
possible effort. They can be expensive and
time consuming, yet are worth every penny
and hour invested.
While social media is a valuable tool, it
should not be the only tool. (Click to tweet)
Recruiters need to make sure that they are
dedicating time and money into their social
recruiting strategies and tactics to make
sure that they are effective at sourcing the
appropriate candidates and top talent.
Steven RothbergPresident, FounderCollegeRecruiter.com
True social media recruiting does not include simply posting jobs to social media sites such as Facebook or LinkedIn.
www.twitter.com/StevenRothberg
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Social media is having a huge impact on
recruitment but your strategy will depend on
which social media site you are using to source.
Social networks can be a great way of
identifying, engaging and ultimately hiring
candidates, but only if the right candidates are
actually available there in the first place. This
is the challenge for many recruiters: actually
finding where their target audiences are on
social media. Too many recruiters continue
to source on too few social networks, limiting
themselves to networks like Facebook and
Twitter.
For social recruiting to be a fully integrated
part of a recruitment strategy, recruiters and
companies are going to have to come out of
their comfort zones and be prepared to adopt
new techniques and try new networks.
While recruiters are getting used to posting
more jobs on LinkedIn, Twitter, and Facebook,
it will take a little longer for them to fully
embrace engaging with candidates on these
platforms.
As social media has become more mainstream,
it will become more of a regular part of
sourcing, candidate attraction, engagement
and hiring.
Recruiters need to take more of a role in
building their own recruitment brands, both
professional and personal, for 2014.
They need to push themselves out there as
industry experts and use content marketing
as the vehicle for this. (Click to tweet)
Whether they write their own specialist blog,
share relevant content on targeted social
networks or actively participate in industry
communities, they have to be thinking about
how they are perceived by candidates. This
content provides social proof and trust,
something that many candidates are not yet
confident in when it comes to recruiters.
Andy HeadworthFounderSirona Consulting
As social media has become more mainstream, it will become more of a regular part of sourcing, candidate attraction, engagement and hiring.
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There are many ways LinkedIn can be better
utilized as a recruitment search and marketing
source going into 2014. (Click to tweet)
Most recruiters still just think of it as a place to
source and research candidates. Candidates,
in turn, barely know how to use it, not realizing
they can be actively marketing themselves
to the recruiters and businesses interested in
hiring them.
Beyond LinkedIn’s great advanced search
features, it has other communications and
engagement features such as Introductions,
InMails, Who’s Viewed my Profile, Groups,
People You May Know and Contacts. Many
LinkedIn members, however, simply don’t know
about or use these features. Taking advantage
of these valuable tools to reach out to and
engage others is an opportunity not to be
missed by recruiters and candidates.
As social recruiting trends shift toward
content marketing, influencer positioning and
social CRM systems in 2014, it would serve
the recruiter well to invest their time and
resources in these very aspects through media
sharing, updates, LinkedIn Today, and LinkedIn
Contacts.
Whether posting a white paper, mentioning a
success story in an update, sharing relevant
content from LinkedIn Today or managing your
network in Contacts by keeping notes, tagging
and setting reminders, LinkedIn is a hot, hot
place to be and not to be ignored in 2014!
Viveka von RosenFounderLinkedIntoBusiness
LinkedIn is a hot, hot place to be and not to be ignored in 2014!
www.twitter.com/LinkedInExpert
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In 2014, social media will greatly impact the
way candidates are sourced and engaged.
Employers need to get more creative with
sourcing candidates earlier in the hiring
process as they infiltrate the passive candidate
pool. They will also be required to engage them
continuously until they’re ready for a position.
Social media use among recruiters will continue
to increase in 2014 as competition for talent
increases and as recruiters are forced to dip
into the same talent pools. With social media
and talent pools, employers can build a
“bench” of candidates sitting on the “sidelines”
as opportunities open.
Social networks and sites that recruiters should
keep an eye on in 2014 are Facebook, LinkedIn,
Instagram, Twitter, SlideShare, Vine and
Glassdoor.
The growth of Instagram provides recruiting
with an opportunity to share what a work
environment is like through pictures and to
help attract candidates based on workplace
culture.
Twitter is for engaging followers,
not dumping current job postings.
(Click to tweet)
Misusing Twitter by simply broadcasting jobs is
a trend recruiters should avoid. It immediately
diminishes the value of the person tweeting
and the company they represent because they
no longer are perceived as a contributor of
great content.
The big thing recruiters and managers need
to keep in mind as they continue to add new
networks, tools and processes in 2014, is to be
transparent with the recruiting process.
If you’re sourcing a candidate from Twitter,
be clear about what steps the candidate can
expect. If the process is different for each
social media platform, the employer needs
to distinguish this. Not setting expectations
can be one of the biggest reasons for losing
a candidate during the recruitment process.
Christopher YoungCEOAsync Interview www.twitter.com/AsyncInterview
The big thing recruiters and managers need to keep in mind as they continue to add new networks, tools and processes in 2014, is to be transparent with the recruiting process.
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Social media is now an accepted part of our
lives and it is being embedded in all that we
do. For companies, this means that there is
a growing pool of people who are online,
accessible and contactable. In 2014, the use
of social media in recruitment will continue
to grow. The benefits of successful social
recruitment include reduced costs, improved
calibre of hire, and increased employee
referrals. The latter also improves staff
retention rates, an added bonus.
Companies who are still resistant to social
media in 2014 will need to begin embracing it
without fear. It’s time for them to realize that
their clients and future recruits are present
on social media and are already talking about
them!
Recruiters need to step beyond LinkedIn,
spreading their net to include the social
networks where their potential recruits actually
hangout. Go beyond the big four — LinkedIn,
Facebook, Twitter and Google+ — and start
two-way conversations on niche sites.
Figures released this week show that LinkedIn’s
growth is slowing. Many users are tired of
receiving messages that show that the recruiter
has not even taken the time to read the profile
or personalize the message. This is especially
evident amongst technical professionals but
nonetheless is a common gripe. It may be easy
to find candidates on LinkedIn, but are they
hearing your message?
To successfully source on social media sites,
don’t be lazy, be respectful. Personalize
your messages to show that you have read a
person’s profile, and don’t assume that they
want to hear from you.
To successfully share your jobs on social
media, avoid broadcasting. (Click to tweet)
Instead, attract applicants through your
expertise and understanding of your industry
by sharing insights and articles. Only
occasionally should you include your job
postings.
Social channels now give you an opportunity
to show off your employees and environment.
Make the most of free tools like Instagram, Vine
or YouTube to promote your employer brand
and give candidates the insight they crave.
Katrina Collier Speaker, Trainer, Writer on Social Recruitment
Winning Impression
Companies who are still resistant to social media in 2014 will need to begin embracing it without fear.
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Social media continues to differentiate and
specialize. (Click to tweet)
On the professional side, industry verticals
continue to spawn social applications that let
users showcase work, collaborate with others
and further their personal brand — for example,
Github for programmers and Dribble for
designers. This trend will support recruiters to
the degree that they adequately interpret this
information to identify and engage the most
promising candidates.
Recruiter use of social media sites whose user
penetration has plateaued is likely to remain
the same or slightly increase. However, as
social media fragments and new services gain
users, they will feel an increased need to use
third party tools that gather, analyze and unify
this information into useful conclusions about
who to contact and hire.
Massive Open Online Courses, or MOOCs, are
gaining wide adoption and will likely become
one of the predominant ways for people to
gain new marketable skills in the coming years.
My hope is that recruiters and hiring managers
will begin to consider these qualifications
more widely and for the recruiting industry to
produce tools that assess how these courses
impact job placement and performance for
those who take them.
Roberto ThaisRecruiting Expert, Software EngineerHireArt
Massive Open Online Courses are gaining wide adoption and will likely become one of the predominant ways for people to gain new marketable skills in the coming years.
www.linkedin.com/in/robertothais
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Social media will continue to play an
ever-important role for talent attraction,
engagement and retention. People want to
work for companies that have a visibly great
culture, transparency, civic values, and more.
Social media enables a company to convey a
message in a cost-efficient way. Social media
is also very useful for sourcing more targeted
candidates due to the various social profile
aggregators such as Identified, TalentBin
and Entelo, allowing for a speedier and more
efficient candidate pooling process.
The use of social media will only continue to
increase. Social media and social recognition
engage companies to become more innovative.
Infusing business process with social
networking is a powerful way to increase
engagement, effectiveness, and efficiency
across the entire organization.
Technology and social networking change the
dynamics of the hiring process remarkably,
enabling an accelerated and highly targeted
approach that promises to yield not only
significant cost and time savings, but a greater
talent pool that will drive more informed and
successful hiring decisions.
Infographics can and should be used more
often to convey company culture and job
descriptions. Mobile recruiting will gain more
and more importance as well.
Eventually, personal branding and curating
of your brand will become more important
than having a résumé. (Click to tweet)
Companies should empower all employees to
be “brand warriors” or “brand ambassadors”
using social media so that they are the ones
conveying the message about their company,
and not just the marketing, HR and PR
departments. All of these departments should
work in tandem.
With social media, employers have access
to a broader talent pool. Recruiters and HR
managers can conduct targeted searches
that return candidates with very specific skill
sets. Richer information sources lead to more
knowledgeable sourcing and hiring decisions.
Mutual connections that leverage trust-based
relationships contribute to speed and efficiency
in the sourcing and hiring process.
Social recruiting will only become more
sophisticated, so it is increasingly important
for today’s workforce to create a professional
online presence, expand the conversation,
grow their sphere of access and attract new
career opportunities.
Suzy ToniniCo-founder, Social Media, Sourcing and CI LeadCareeradex
Infusing business process with social networking is a powerful way to increase engagement, effectiveness, and efficiency across the entire organization.
www.linkedin.com/in/infosourcer
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Here are a couple helpful tips that I have
learned throughout my international travels on
finding talent in other countries.
While in South Korea, I started a Facebook
group by accident (don’t ask!) where
expatriates and foreigners shared their
experiences and advice with other foreigners.
What was most interesting was that people
were posting positions they had heard of, or
information on places to search for certain
jobs. These types of boards are extremely
beneficial for recruiters who are learning
about a new market, as expats have a better
understanding of where domestic talent gets
their information and finds employment.
You may find out that mainstream social
networking tools are hardly being used
or not at all in certain countries. (Click to tweet)
For example, many Koreans I spoke to prefer
the internet search engines Daum and Naver
over Google since these are what they are
accustomed to using.
Whether it be posting in a LinkedIn group
or contacting an expat on some of the expat
websites, it takes a minimal amount of effort
to get some inside tips and direction in an
unfamiliar market.
One of the most common pieces of recruitment
advice heard today is that you have to build
and market your company’s brand. This is even
more crucial in an international setting as it
may be the first time your company is entering
the market or you may be competing with
domestic brands.
For 2014, companies need to be creative in
showing a company’s culture through pictures
and videos to impress potential applicants. This
is especially helpful if you are competing in a
new market where local talent can be unsure of
joining an unknown company.
Kimberly HillerInternational HR Consultant, WriterKimberly Hiller, PHR
Whether it be posting in a LinkedIn group or contacting an expat on some of the expat websites, it takes a minimal amount of effort to get some inside tips and direction in an unfamiliar market.
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There’s been fairly widespread adoption
amongst all sized organizations in the use of
the social web to identify, source and recruit
candidates and to share information, increase
communication and engage employees.
Companies have found ways to aggregate
and analyze the data from social media in the
recruiting process, but are they doing the same
thing within their own companies?
The next challenge for talent management
practitioners will be to replicate their social
recruiting initiatives with employees —
their internal candidates. HR and talent
management teams must begin to effectively
leverage the power of their internal networks
to gauge employees’ innovative abilities
and collaborative skills with an eye towards
retention of the talented individuals they’ve
worked so hard to recruit.
Although existing HR technology solutions
allow employees to build personalized talent
profiles and employers to identify and track
the activities of their high-potential employees,
something is often missing.
The next leap in social recruiting will
be internal social recruiting in which
organizational leaders and HR and talent
management pros identify ways to measure
and quantify activity on their internal
networks in conjunction with continued
interaction with the employee’s own
presence on their social networks.
(Click to tweet)
Some employers, often on the advice of the
HR department, are reluctant to engage with
current employees on social media sites.
That mindset is gradually evolving as more
employees are brought into organizations
through social means.
If an organization gets to know and love a
candidate by interacting with them through
social media, it certainly makes sense
to maintain that level of understanding,
interaction and engagement once they’ve been
onboarded. After all, companies are not merely
competing for other people’s talent — they’re
competing to retain their own talent.
Robin SchoolingHR Consultant, Speaker, People Connector, HR Blogger, SHRM volunteer leaderHR Schoolhouse
If an organization gets to know and love a candidate by interacting with them through social media, it certainly makes sense to maintain that level of understanding, interaction and engagement once they’ve been onboarded.
www.twitter.com/RobinSchooling
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In 2014, there will be a huge growth in
contextual engagement. What this means is
that while a majority of recruiters will continue
to shout out through their social megaphones,
the smart ones will be listening and engaging
on a personal level with their valuable
candidates.
Recruiters that solely post career opportunities
through social media and think that they are
“doing” social recruitment are making a huge
mistake.
The rules of recruiting have changed for
recruiters, hiring managers, and candidates.
Candidates no longer simply actively search
and apply for new jobs. Increasingly, both
recruiters and candidates will share job
openings on their own social web, trusting the
response of people they know.
To be a socially savvy recruiter means to
be engaged and alert in all the relevant
social channels, pages, groups, hangouts,
communities and trending hashtags.
(Click to tweet)
Bruce Martin Founder Ginger Juice
Recruiters that solely post career opportunities through social media and think that they are “doing” social recruitment are making a huge mistake.
www.twitter.com/brucemartin
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As a career coach and professional
résumé writer with a practice focused on
IT leaders, I look at social media sourcing
and engagement rather differently than my
colleagues in the recruiting world.
My goal is to help my clients use social media
to enhance their brand. If recruiters have a
sense of the strategies that stellar candidates
are using, these recruiters can streamline their
own search and ensure that they connect with
top talent — saving time and increasing the
number of placements.
LinkedIn is a major platform for both job
seekers and recruiters. Unfortunately,
too many candidates don’t use LinkedIn
effectively. The LinkedIn profile should also be
a unique document that discusses the main
achievements in the résumé, but goes beyond
the résumé to give a 360 degree view of the
candidate’s character.
Just posting a profile simply isn’t enough to get
attention on LinkedIn.
Candidates and recruiters need to be
active on the site, especially in groups, to
demonstrate subject matter expertise, and
to build genuine networking connections. (Click to tweet)
Recruiters need to take this approach as well.
Rather than simply doing a cold connect on
LinkedIn, engaging in a real conversation on an
important topic demonstrates that the recruiter
is willing to take the time to source the best
candidates and has the real technical expertise
to qualify those candidates.
In addition, social media helps recruiters look
beyond the résumé — to see more about the
candidate’s interests and personality — and
that’s invaluable in determining cultural fit.
J.M. AuronIT Executive Résumé WriterQuantum Tech Résumés
If recruiters have a sense of the strategies that stellar candidates are using, these recruiters can streamline their own search and ensure that they connect with top talent.
www.twitter.com/QuanTechRésumé
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In 2014, social media use among sourcers and
recruiters will continue to increase because
social media is definitely the new way to
communicate. The beauty of social media is the
ability to connect with your followers.
Recruiters need to resist the urge to turn
their newsfeed into a spam bot machine
that “hashtags the tar” out of a job title. (Click to tweet)
Take time to understand the best ways to
engage with people on social media and use
it as a special medium to discuss key positions
that need to be filled.
One of the beautiful things about social media
is that companies now have a very robust and
rich way to build out their employer brand.
For example, instead of a press release about
a charity event, a company can post YouTube
videos and Facebook comments, while
employees can talk about the great volunteer
effort on their personal Facebook pages or
post commentary to the company page.
This type of social media activity can provide
increased visibility into a company and gives
candidates a better understanding of company
culture.
Franz Gilbert International HR Practitioner, Author and Speaker on HR Innovation and Analytics www.gilberthr.blogspot.com
One of the beautiful things about social media is that companies now have a very robust and rich way to build out their employer brand.
www.twitter.com/FranzGilbert
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In 2014, social media will become an essential
part of a candidate’s job search and help them
make important job decisions.
Even before a candidate applies for a job,
he or she will be able to use social media
to crowdsource information about that
job: who the hiring manager is, who the
teammates are, the work experience of
previous employees, the coaching style of
the hiring manager, and more.
(Click to tweet)
Social media will have a profound impact on
networking and how candidates establish
connections with people within companies
they are applying to. Increasingly, candidates
will have someone within the company as their
employee referral because social media makes
it so easy, and because it is becoming evident
that having a referral gives a candidate a real
advantage. A quarter of all large U.S. employers
will get 50 percent of their hires from employee
and alumni referrals by year end 2014.
Social media will facilitate growing communities
of freelance and contract workers that
sourcers and hiring managers can tap into.
Jobs requiring flexible workers anywhere from
one hour up to several days or a month will be
handled more efficiently between the hiring
individual and candidate using social media.
A crowdsourced performance ranking will
provide transparent visibility to highlight top
talent. Similar to a union hall, if an employer
needs 150 people to work for three hours on a
given day, it can all be managed without factors
like third party recruiters or part-time agencies
for a small fee. There are several existing
models such as Work Market and Vetted, and
there will be more of these companies in 2014.
“Work from anywhere, anytime” will no longer
be seen as a cliché in 2014 as social media and
crowdsourcing networks become useful tools
for hiring managers, recruiters, and candidates
alike.
Gerry CrispinPrincipal & Co-FounderCareerXroads
A quarter of all large U.S. employers will get 50 percent of their hires from employee and alumni referrals by year end 2014.
www.twitter.com/GerryCrispin
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Identified is a data and analytics company focused on professional information.
Founded in 2010 and headquartered in San Francisco, Identified pioneered SYMAN
(Systematic Mass Normalization), a proprietary technology that collects, standardizes,
and organizes professionally relevant data from the social Web in order to create new
products and insights for companies and individuals.
For more on Identified visit us at www.identified.com or follow us on Twitter, @Identified.
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