As times have changed, so have the tactics and tasks in the human resources area of companies, a proof for all this is social recruiting.
In order to attract more and better talent, companies have increased their workforce in a highly competitive market. The way in which companies look for talent has changed and they have turned to new technologies. The use of social networks more frequently by companies to present themselves and their products has increased.
With all these scenarios, Social Recruiting emerges as more than just a recruitment trend.
What is Social Recruiting?
In the simplest way we can say that Social Recruiting is a strategy to find, attract and hire talent through the use of the advantages offered by social networks (Facebook, Linkedin, Twitter, etc).
It can be said that Social Recruiting techniques and strategies are a fundamental part of the recruitment marketing and talent management of companies.
It should be clarified that Social Recruiting has not arrived to displace any other traditional recruitment method, it is capable of being combined in a natural way in the strategies of Human Resources departments.
Talent recruitment through social networks.
It's no secret that recruiting and talent management have changed over the years. New technologies have added potential elements to everything related to recruitment.
Benefits of Social Recruiting for your company.
Social networks and the web are a living and current universe that generates many opportunities. For human resources departments, they are a niche of great value.
Job seekers, mainly young people, use a large number of social networks, so reaching these candidates is a priority task.
For all these reasons, companies have found in Social Recruiting an effective alternative to locate new talents that generate important benefits for them. Some of them are:
- Greater awareness of the company's brand: With all the social networks we have available today, the visibility of your company will increase, as well as the selection process could be easier.
- Cheaper: compared to other recruitment methods, Social Recruiting is much cheaper, it is only necessary to have a little digital knowledge.
- Faster: companies and candidates can interact with each other in a faster, easier and less formal way, which is what companies are often looking for. Selection processes are more intuitive and easier to carry out.
- Competitiveness: good management and having a good corporate presence in social networks provides a great advantage over companies that may have been a little outdated in time.
- Better knowledge of candidates: thanks to social networks such as Linkedin, companies can get to know candidates better, check their references and background.
Selection of higher quality candidates: a better knowledge of the candidate, coupled with continuous and direct communication, minimizes the risk of failure in the recruitment process.
What tools are used to carry out Social Recruiting?
To carry out the collaborative recruitment process, apart from the participation of managers and employees, we need a means of dissemination that is able to reach many people. Some of the dissemination tools that are used to carry out Social Recruiting are:
- Social Recruiting Software
- Skype
- Corporate Website
- Recruiting platforms for companies
These are some of the tools that companies can use to carry out Social Recruiting processes. If a good dissemination is carried out through social networks, the results will undoubtedly be totally favorable.
An ATS, such as OpenHR, together with the use of social media platforms, can help you achieve your goals in terms of attracting talent. It is, without a doubt, the best option you have at your disposal.
Disadvantages of recruiting talent on social platforms.
Like everything else, Social Recruiting has not only advantages, but also disadvantages that must be taken into account.
- Difficulty in finding candidates with the right skills.
- Finding profiles organically takes time.
- Lack of diversity, as they often choose not to hire those who do not fit into basic categorizations.
- Looking at someone's social media profile will give you a good idea of who they are and what type of person they are. However, it is difficult to remain objective given the amount of personal details you find.
- The information on social networks may not be up to date.
- We may not get many applications from passive candidates.
How to create a good Social Recruiting strategy.
There are basic steps that will lead your company to create a good recruitment strategy:
- Benchmarking: we will have to investigate which platforms our competitors use, identify the type of content they create for each platform and how it works. In addition, we should also analyze where our ideal candidates are. In other words, which platforms they use.
- Candidate persona: a buyer persona is the ideal client for a company, so a candidate persona is the same, but identifying the ideal candidate. Before we start recruiting, we must establish which profile would be perfect for that position.
- Establish clear objectives: we need to set metrics for both the social media and recruiting sides. This will help us determine which platforms and strategies help us obtain the highest quality candidates in the shortest possible time.
- Choose the right platforms: we will have to think about whether we want to expand to more niche platforms or if we want to stay with the traditional ones.
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Optimize time: we will have to sit down and analyze how it has worked and review the metrics, objectives and results. From here and with the conclusions we draw, we will be able to know our strengths and weaknesses and adjust our resources and efforts to better satisfy them.
