One of the opportunities of this new trend is Social sourcing, also called social recruiting. It is a type of e-recruitment in which recruiters and HR managers search for job candidates by using social media sites, such as mainly Facebook, Twitter and LinkedIn.
This strategy is known to make the whole hiring process faster, easier, and more cost-effective; and has thus become the preferred way to not only to hunt for job candidates but to also conduct background checks on potential employees, gather referrals from current employees to staff a vacant position, or to post about a job opening on social media websites as well. With so much information about a candidate out there on Social Media, employers now have the ability to review a candidate's professional and social profile prior to making a hiring decision, hence leaving little to no room for a possible misfit or disappointment in the future.
Now considered a standard practice of recruitment; it is being used by almost 75% of recruiters prolifically. About 97% of recruiters admit that they check out candidates on LinkedIn to gain insight into the potential employee's commitment to previous jobs, length of professional tenure, previous job responsibilities and recommendations. And to determine if a candidate is a good cultural fit in the organization about 26% of recruiters have been known to peek into their Facebook and Twitter accounts.
With everyone leaving behind a trail of their digital footprint via their social media accounts, the world has become increasingly connected and will continue to do so. Mirroring this trend, the role of social media in the recruiting process has also taken giant leaps with recruiters slowly redesigning the traditional hiring process to keep up with it. This exploding growth of social media has not only significantly changed the way people communicate, but these applications and platforms also presents a whole myriad of new possibilities for the recruitment industry.
The ability to weed out unqualified candidates by viewing their portfolios and connections online. Because you can contact the most qualified candidates directly you are able to connect with top level talents easily.
Not everyone puts everything that you need to know on their resume. So a peek into their social profiles can help give you a better understanding of a potential employee more than a resume ever could. But make sure to keep it ethical and do not invade the privacy of the individual. Never force them into providing information that is meant to be private.
Background checks have now become a breeze. No more multiple calls to limited references and low quality employee referrals. Social media already provides us with reviews of their portfolio simplifying and speeding up the background check and referral process.
Anything that is put up on Social media spreads like forest fire. So your job ads reach a much larger network of people in a much shorter period of time. With relevant social media users sharing information with their networks of people, it will also reach the required niche that you are looking at, giving you a larger and more qualified pool of candidates to choose from.
Even with its multiple benefits over other ways of recruitment, to be truly effective sourcing talent via social media still requires an entirely different mindset than sourcing with other forms of human resource data, such as references, resumes, employee directories, etc. We at Scalene having done this successfully many times before, are equipped with the necessary expertise and experience to effectively build engagement with the right niche, ensuring that we are not only able to identify, but also secure the best talent for you.