Using Social Media As A Headhunting Tool

With the growing presence of computers and the now global Internet, employers and recruiters have a larger pool of potential employees who are also looking for work. Previously, when jobs were advertised or found through headhunters and recruiting agencies, the pool of potential employees was small. Now that social media sites have grown their user base, social media search for candidates is the new buzzword for finding top talent.

All employers want the best fit for the jobs available. The right candidate can help any employer grow and improve their business. As more professionals than ever use some or all of social media sites, sourcing candidates on social media is an even more effective recruiting tool.

The three main social networking sites are Facebook, LinkedIn and Twitter. Facebook is for social media and friendships, LinkedIn is a more professional site, attracting a large workforce, and Twitter is a micro-blogging site. YouTube and Google + are also part of the recruitment process. Apart from these, there are a host of smaller, more specialized sites like Bebo, Classmates, Ning, Worky, Friendster, and Plaxo that can be used for recruiting purposes. There are different ways to use each site to attract the right talent.

Using Social Media As A Headhunting Tool

So how do you use candidate sourcing on social media?

Open an account using the company name and register, providing as much information as needed. Some sites have special pages for businesses. Update the content regularly.

Be present on the sites and even if they are small, try to create a brand name and attract followers. The more people in your network – colleagues, former employees, business associates, friends, classmates – the more likely you are to find the right candidate (s).

Spread the word that you are hiring with job details, your candidate requirements, and other information.

Paid On-Site Ads – This is another great tool for sourcing customers on social media. You can pay to put your jobs on LinkedIn, for example. Or you can organize competitions or offer rewards to attract people to your network and tap into the talent pool.

If you have a separate business website, you should still be featured on social media sites. In fact, if the sites are linked, the exposure is even greater and faster.

What’s important when using candidate sourcing on social media is that you can actually verify your candidates online and save a lot of time. For example, if you browse a potential candidate’s Facebook or LinkedIn pages, you can get a better idea of ​​whether or not the candidate meets your needs.

Whether you are meeting high-level, mid-level, or junior-level candidates, you can surely use social medial candidate sourcing to find the right person for the job.


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