Hello SOTGC community,
Last week we talked about the 7 tips directly from Twitter on how to use Twitter for recruiting. This week we delve into expert recruiter opinion on the practicality and usefulness of these tips.
In addition to connecting with candidates personally, Twitter’s recruiters also use the platform to garner information about candidates that would otherwise be unavailable through traditional recruiting processes.
“Many times, we look on Twitter to vet candidates for their style, their communicative prowess, their approach to the world,” says Collins. “It gives a great lens into one’s personality and interests, and adds a lot of texture and sensibility—things you can’t see easily on a resume.”
In the end, Twitter is a great way to expose new people to what your company has to offer. If you follow these tips from Twitter’s own recruiting team, your company has the potential to grow its following and its talent pool—and at an astounding rate. Just in the course of this writing, @JoinTheFlock has gained 200 new followers. So, get Tweeting!” Click here to read the original post.
MY PERSPECTIVE: It’s not Quite that Simple
I’d like to add some perspective to this interview with Twitter. Something to keep in mind is that social media recruiting works well for active but less for passive candidates, who are often in highest demand. Having a well-known brand does not hurt either.
I write about this in detail in my blog: How to use Social Media for Recruiting?
There is ample proof that social media can help fill jobs; but it depends on what kind of job you are trying to hire for. Step one is to be very clear on what exactly you are looking for.
Social media works better for recruiting active than passive talent
It seems relatively straightforward to recruit active employees via social media, i.e. people who are actively searching for a new role. Brands like Taco Bell and UPS have created Pinterest boards, Twitter handles and Facebook pages, dedicated exclusively to this purpose. Obviously, they frequently hire for jobs that don’t require a high-level of education and have many seekers.
But this approach might not work if you are looking for a highly qualified super star; somebody who is currently employed and might not even be thinking about making a move. In this case, posting your job on LinkedIn or Twitter is unlikely to have much impact.
Combine social and traditional for passive recruiting
Jim Coughlin, Executive Recruiter at Dynamic says that for passive talent, a social media strategy alone might not work, especially if your business is not a well-known brand. Ask yourself: Why would somebody who is in high-demand leave their current job to join your company?
The Jobvite Social Recruiting Survey found that: “Recruiting passive candidates is the most popular tactic in competitive recruiting.” One way to do that is with LinkedIn Recruiter, one of LinkedIn’s Talent Solutions.
Targets can be qualified and then contacted via LinkedIn InMails, which is where the skill of the recruiter comes in. You’ll either need a qualified in-house resource or outsource the process, as talking somebody out of a job and into a new job is neither quick nor easy.
The best way to get the highest quality candidates is to encourage your (happy) employees to promote your job openings on their own social media channels and in-person. Referrals trump everything else!
For more tips, check out the book “42 Rules for B2B Social Media Marketing“.