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20 Thoughts from 20 Recruiting Leaders

The

of

FUTURESOCIAL RECRUITING

In a space as performance-driven and competitive as

the recruitment industry, it is crucial to stay ahead of

the curve. The growth and adoption of new strategies

and technologies is essential for success and is set to

explode in the future.

In an effort to paint a clear, distinct vision of the future of

social recruiting for our users, we asked twenty industry

thought leaders to weigh in on various trends that are

shaping the future of social media in recruitment. These

are their thoughts.

INTROdUCTION

JOhN SUmSERPrincipal Analyst at HRxAnalysts@JohnSumser | www.hrexaminer.com TM

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“Current versions and visions of recruiting as a social activity are as primitive as the internet was before the web browser... or the automobile was before Henry Ford. Our ability to see how it will work is clouded by the way that things currently work. In the long haul, social technology will be used to increase the understanding between applicant and employer. Down the road, social tech will help us see a fit where we currently see none. Near term, it’s more of the same, as if going faster somehow reduces shortages.”

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“Post and pray means hundreds of hours vetting, spamming resumes. No one said you have to post every job. Job seekers are dying to have a conversation with you. How do you want to get to your top ten list? Keyword sorting job board spam, or building engagement with candidates who are passionate about your brand?”

JOSHUA WALDMANCEO and Founder of Career Enlightenment LLC, Author of Job Searching with Social Media for Dummies@JoshuaWaldman | www.careerenlightenment.com

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dR. JOhN SULLIVANCEO at DJS Consulting, Author, Professor at San Francisco State University@DrJohnSullivan | www.drjohnsullivan.com

“Social media is a historical game changer, and as a result of it, for the first time in history it is now possible for a savvy recruiter using social media to identify and build a relationship with nearly every professional in the developed world. That, coupled with the option of remote work, means that recruiting has finally become truly global. Social media working on the mobile platform will dominate recruiting for years because it allows you to easily and cheaply identify, view the work and then build relationships with the 80% of top talent that are not actively in the job market. In addition, when linked with a robust employee referral program, social media can dramatically increase your recruiting reach by allowing every employee to become a “talent scout.”

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KRIS dUNNChief Human Resources Officer at Kinetix, Editor at HR Capitalist and Fistful of Talent@Kris_Dunn | www.hrcapitalist.com

“Three years ago we said you’d have to think long and hard about hiring a recruiter with less than a couple of hundred LinkedIn connections. Now the same holds true for candidates in general.”

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JESSICA mILLER-mERRELLCEO of Xceptional HR & Workplace Technology Analyst@blogging4jobs | www.blogging4jobs.com

“Social media is a channel, but the engagement level and message doesn’t change. The ability to connect instantly and via a social network is vitally important, especially when it comes to engaging employees and job seekers who have choices.”

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“Today Millennials represent over 50% of the world’s population and our future global professional workforce. They are socially engaged networkers as well as ‘digital natives.’ To be blunt, if you are not engaging them in their social habitats, then you as employers and recruiters have no future, recruiting or otherwise.”

IAN KNOWLSONBusiness Development Expert, Sales Training Coach & Mentor at Selling Success@IanKnowlson | www.sellingsuccess.co.uk

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LISA JONESDirector of Barclay Jones, Recruitment/Tech Specialist@LisaMariJones | www.barclayjones.com

“The future of social recruiting is not simply about searching and connecting with candidates and broadcasting jobs — it’s about staying in the peripheral vision of clients and candidates, be they real or potential. It’s critical that employers and recruiters plan to be found as much as they plan to hunt for talent.”

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CRAIG FIShERCEO of TalentNet Live Social Recruiter Events, Director of LinkedIn Certified Training for Ajax Social Media@Fishdogs | www.fishdogs.com

“The future of social recruiting lies in harnessing the power of your entire workforce as brand ambassadors online. The result is more engaged employees and better talent attraction. Every person in your company is a potential recruiter.”

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GEOFF WEBBCEO at Social HR@SocialHRGuy | www.socialhr.biz

“Social Recruiting is NO different than traditional recruiting, you still need to find and engage with your candidates — you simply have more channels to choose from.”

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“Social recruitment is a highly debated topic on my site. As a recruiter I believe that some benefits are real: the increased company brand recognition, internal workplace culture exposure, and employee satisfaction data will play a role in shaping the future of organizational recruiting. It is a tool that recruiters and companies need to utilize, but not depend upon however. The best social recruiting is still two people talking! And social media seems to be most effective in getting that conversation started.”

NOEL COCCACEO at RecruitingBlogs.com@NovoMedical | www.recruitingblogs.com

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SARAh WhITEFounder & CEO of HRTech Blogand Sarah White & Associates, LLC@ImSoSarah | www.imsosarah.com

“The future of social recruitment is all about finding top candidates, quickly and effectively, while providing true ROI to business partners.”

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RAYANNE ThORNMarketing Director for Broadbean Technology@Ray_anne | www.broadbean.com

“The future of social recruiting is independent of traditional recruiting. It will weigh heavily upon the candidate. If candidates do not saturate the social space as recruiters hope, there is no future. Recruiters need to go where the candidates are. If your target candidate is not on Twitter, should you spend time there? Social recruiting should be all about QHQ – ‘Quality Hires Quickly.’ If that isn’t happening, you need to change what you are doing.”

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mAREN hOGANPrincipal Consultant/Chief Marketing Officer at Red Branch Media@RedBranch | www.redbranchmedia.com

“The future of social recruiting is more focused tools. Right now, we have bigger haystacks, making it even harder to find the needle. When people and technology start focusing on ‘fit’ that is laser-focused from skills, aptitude, work product and cultural perspective, then we will see successful social recruiting.”

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GERRY CRISPINPrincipal and Co-founder of CareerXroads@GerryCrispin | www.careerxroads.com

“The future of staffing as it relates to social is the topic of the moment, and I’m convinced it’s going to be turned upside down. Within 3-5 years the power that employers have is going to diminish as job seekers who are much more in tune to managing their own career success find transparent and very rich data pathways into corporations. As a result, you’re going to see a significant shift in how we attend to the candidate and the experience they have, and you’ll see employers treating candidates much better.”

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JORGEN SUNdBERGFounder and Director at Link Humans, Editor of The Undercover Recruiter@JorgenSundberg | www.linkhumans.com

“Use social media as your new sales funnel; migrate your chat from Twitter to a meaningful discussion on LinkedIn, move on to a phone call and finally meet up for a coffee. Thanks to social it’ll be like catching up with an old friend.”

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JENNIFER mCCLUREPresident of Unbridled Talent, LLC@JenniferMcClure | www.unbridledtalent.com

“It’s important to remember that ‘social recruiting’ does not replace basic skills needed for effective recruiters such as networking, building/maintaining candidate pipelines, establishing rapport with internal/external relationships and selling opportunities. However, using social media effectively for employer branding, relationship building, and communication allows excellent recruiters the opportunity to expand their reach and connect with a targeted audience on a global scale.”

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BILL BOORmANFounder and Host of #Tru Events, Keynote Speaker@BillBoorman | www.recruitingunblog.wordpress.com

“Social recruiting moves from ‘apply for’ to ‘talk to.’ It makes it easier for people to connect with brands and for brands to move from being faceless entities to becoming collections of people. People are connecting and following brands long before applying and choosing to opt in or opt out. It’s not increasing volumes (they are going down), but the trend is for significantly improved efficiencies. That’s a great thing.”

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SUSAN STRAYERFounder of Exaqueo, Head of Talent Strategy at Evviva Brands @SusanStrayer | www.exaqueo.com

“Marketers use social media to get instant feedback, engagewith customers, and extend a brand in one click. The future ofsocial recruiting is using social channels the same way marketersdo. Savvy leaders will use social channels to learn more abouttheir candidate base and turn that data into rich, powerfulinsights. Sourcers will tap into conversations for evidence ofperformance and smart recruiters will use that insight to savetime by encouraging wrong-fit candidates to self-select out, andright-fit candidates to find their way in quickly. It’s not just thechannels — it’s the rich data the channels provide when used ininnovative ways.”

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mASTER BURNETTDirector of Strategy at BraveNewTalent@masterburnett | www.bravenewtalent.com

“Social media has impacted how people live and is now impacting how they work. The number of professional relationships someone can maintain, the ability to immediately tap distributed knowledge, and the ability to collaborate or apply one’s skills to just the pieces of work they want to focus on are all increasing. Social recruiting will evolve to help organizations brand themselves based on the WORK they do and tap the right resources (regardless of engagement model) from the talent ecosystem for just the right time — in the end helping organizations become more agile.”

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ART PAPASCEO and Co-founder of Bullhorn, Inc.@ArtPapas | www.bullhorn.com

“What’s so exciting about the future of social recruiting is that we get to watch technology catch up with a practice that is hundreds of years old — career networking.”

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ABOUT BULLhORN REACh Bullhorn Reach is a software-as-a-service (SaaS) social recruiting solution, designed to help recruiters leverage social media to source candidates and identify potential movers more efficiently. You have the potential to reach millions of prospective candidates in less time than it took to read this e-book. Extend your recruiting reach with the right social strategy. Leverage the power of social media to find and recruit the best talent — fast.

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