Industry Trends, Job Advertising, Talent Acquisition

Social Recruiting Trends to Watch

As social media becomes an increasingly important tool for sourcing and recruiting job candidates, the field of social recruiting continues to evolve. Here are several social recruiting trends to watch right now:Going Mobile.  A recent survey from Glassdoor indicates, 89% of employees who admit they’ll look for a new job in the next year say their mobile device is an important tool and resource for their job search. Plus, they’re not just turning to their mobile devices to look for jobs – more than half (54 percent) read company reviews from employees and 52 percent research salary information.

This rise in the use of mobile devices means that your social recruiting strategies must be mobile-compatible. If you are connecting with candidates via social channels, keep in mind that they are likely to be interacting via mobile devices. If they click through to your career site or application process, it better be fully mobile or they are likely to abandon it. Check out your company’s information on Glassdoor’s mobile apps for iPhoneiPad and Android—your potential candidates may have already searched for you here.

Incorporating Google Plus. This platform focuses more on user profile development than simply on status updates and sharing, which makes it a good resource for recruiters. User profiles include space for specific job titles and companies, which can simplify recruiters’ searches for candidates with specific experience. In addition, the “circles” function in Google+ allows recruiters to share jobs with very specific groups of professionals rather than cluttering their main page with job postings. Recruiters who are serious about social recruiting will start incorporating Google+ into their strategies.

Recruiting Specific Niches. No longer must recruiters simply send out job postings and hope they get seen by the right candidates. Today, social media provides so much data on potential candidates and passive candidates, and recruiters have the ability to use that information to target those specific job seekers who may be a good fit. When recruiters know exactly what they’re looking for in a potential hire, they can use social networks such as Facebook, LinkedIn, Google+ and Twitter to find candidates that match their needs.

For instance, Facebook now offers the option for users to include specific skills in their profiles. To find candidates who match a specific opportunity, recruiters can seek out those who have entered the skills needed for the job, or join groups related to the skills and engage with group members.

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Accepting Online Profiles. Rather than requiring a traditional resume before considering a candidate for a potential position, growing numbers of companies and recruiters are accepting online profiles, such as a LinkedIn profile, in lieu of a resume. This trend allows recruiters to more successfully source passive candidates — those who are not actively searching for a job — because it doesn’t require them to update their resumes. Accepting a social media profile alone, at least initially, can be more than adequate for starting the hiring process, and it makes considering a job change much more inviting to passive candidates.

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