Using Social Media to Find Talent

This is where social media recruiting comes into play. It is imperative that recruiters have the necessary tools in their possession to locate and hire employees, and aligning employers and candidates so that the hiring rate can increase is an issue that requires more attention. For example, 79% of recruiters have successfully hired an employee through LinkedIn, yet only 40% of job-seekers actually use the site for their next career move. Conversely, only 26% of employees landed a position through a recruiter via Facebook, but 67% of job-seekers look for positions on that platform.

The issue that must be addressed is what recruiters can do to leverage their candidate reach. One solution is to use alternate social media platforms such as Bullhorn Reach, TalentBin, Entelo Search, and Workable. One of the advantages of Bullhorn Reach is that it synchronizes well with applicant tracking systems. Recruiters can publish open positions with other social media platforms such as LinkedIn, and the program will also locate passive candidates.

With TalentBin, this sourcing method is a bit costlier, but it has some advantages. This is designed for someone who wants to fulfill sourcing, analysis, and outreach in one bundle. It involves inputting the job description and allowing the system to analyze the content and produce qualified candidates. Recruiters who identify candidates they wish to explore further can reach out to them using their preferred contact information (eg, email, social network, etc).

If you are looking for candidates who are ready to switch jobs, Entelo Search may be a solution for you. In this sourcing method, recruiters receive emails with candidates from social media platforms who are classified as more likely to switch jobs.

A more affordable social media platform is Workable. If a recruiter identifies a candidate they are interested in, they can use a Workable Clipper, which is an extension of Google Chrome. Once the candidate is indentified, the recruiter can simply hit the Workable Clipper button and the software will retain the candidate's critical profile data.

Another recruiting software site that offers assistance is Facebook's social recruitment application, Jobcast. People can post open positions, select a color scheme, and even immerse YouTube content. Job-seekers can search for opportunities on this site. This is a very good recruiting tool outside of the traditional job posting sites and LinkedIn. Another advantage of this platform is the ability to interface with your applicant tracking system or company website.

With the increasing number of virtual interviews occurring now, mobile tools are in greater demand and maximize the recruitment field. One site that is becoming more popular is HireVue, which allows candidates to self-record themselves on their own time and recruiters to then review them. This saves time for everyone because it eliminates scheduling conflicts and frees up time to focus on other work activities without needing to be present in real time. This is the new on-demand video interviewing platform that more and more companies are moving toward, especially for high volume recruitment.

Another mobile-friendly option to consider is Jobvite, a recruitment platform and applicant tracking system. Candidates who apply for positions on this site can import their social profile and access resumes from either Google Docs, Dropbox, or other similar software platforms. The goal here is to make the candidate application process as seamless as possible and increase the chances that highly qualified people apply.

Sourcing methods have changed rapidly over the last few years, especially since the pandemic began. Recruiting, when used effectively through social media platforms, can provide very useful tools and increase your chances to land the most desirable candidates. Relying on the traditional sourcing methods in today's evolving business world is not enough. Strategizing and planning for the future is important, as job openings can occur at any time. Being prepared with enough recruitment tools can make the difference between a full bench and scrambling to quickly backfill an open position.

Brian Forman is a Human Resources Generalist with Atelier 4 in Long Island City, New York.