Social recruitment has been on the rise over the last decade. With hundreds of socializing portals on the web, companies have the opportunity to cut the traditional recruitment methods and costs and focus on encashing the power of the socializing medium on the web. With the advent of networking technologies, the traditional methods (news ads and online job portals) appear time and labor intensive.
Already the recruitment application software manufacturers around the world have begun to integrate socially available professional data into its applications, new high end features are being programmed and ATS (application tracking system) is becoming more and more efficient and employee referral programs are becoming more effective. It helps the organization build an online personal brand; the recruiters get an opportunity to leverage their visibility. Short listing the most suited, hiring time and various related processes have got simpler.
Reaching the passive candidates used to be a dream, no more. People who are skeptical about the evolution of the emerging social recruitment dimension or people who remain complacent to such phenomenal changes may find themselves abandoned on the wayside. If not now, social recruitment methods will replace all the other methods sooner than later. Organizations are experimenting it and no one is complaining because it clearly returns them more than their investment in a short time.
US organizations and their British counterparts have realized the potential of utilizing the web and social media and have shown deep interest with the software applications that are capable of harnessing this power. Such applications are a godsend for small and medium enterprises that can divert much of their funds to more productive areas and increase their margins. It powers the human resourcing professionals to trigger a passive discussion on topics of company’s interest and this gives them directions for exploring markets and newer products. Twitter and LinkedIn are among the most popular socializing sites. These together give access to over a thousand million profiles. The share of Facebook is much lower than the other sites with regard to usage for recruitment purposes. The competent recruitment software makes it possible to broadcast vacant positions via such media much more effectively than ever before and is capable of monitoring and tracking the applications equally well.
Having discussed the good points about Social recruitment through Recruitment Software let us examine if the scope has been dealt with appropriately, have the so called good points been consumed or it still poses challenges to organizations, HR staff and recruiters.
LinkedIn can be considered a social recruitment channel in the true sense. However people subscribing to its services primarily are looking for professional associations, associating with long lost colleagues rather than seeking opportunities. They cringe to get into job related conversations. Usually a member thinks twice before making an application to a job ad. Some believe that a true social recruitment involves developing a given community with variety challenges and variety solutions usually around a given organization. Such endeavors tend to spread messages to neighboring networks. The community in question has the potential to generate candidatures all by itself; all the organization needs to do is publish a brief notification about the position. The qualification, qualities and skills are debated by the active community and not by the organization. Organization’s non-participative approach works in negative for its brand and corporate image and utter failure encashing the potential when they treat social media as a recruitment channel.
A well thought of strategy is what is required from the organization. It must realize the picture it paints amongst the media or the prevalent image. It must be a key party adding value thereby build positive feelings and consequently trigger an active network of deeply engaged followers. If the prevailing image is negative then it must invest significantly to turn it around.
The benefits of social recruitment are reaped by organizations highly competitive in nature. It attracts best candidates available on the job market. It encourages building participative networks wherein creative people present their ideas and this provides visibility to recruiters. Such candidates then can be monitored, and offered at the right time.
Social media is capable of reaching candidates normally not reachable through the traditional recruitment methods. They are a happy and satisfied lot with the jobs they hold. And therefore their resumes are not out for recruiters to even consider.