Social media is without a doubt one of the most significant
sources of recruiting and sourcing candidates. This was proven by the Aberdeen
Group in “Talent Analytics: Moving Beyond the Hype,” a study that revealed that
82 percent of companies are using social media to source candidates. To me,
this means two things. First, I’m excited that the human resources industry is
keeping up with the times and making strides to meet candidates where they are.
But the second thought I had about this is that for some of us, it means onto the next thing.
I’ve never been one to live by the bandwagon mentality. You
know, if everyone else is doing it you should be too, and in the same breath,
if no one else is doing it, then I probably shouldn’t either. In fact, by the
time everyone else is doing it, I want to be onto the next thing.
In our industry, most of us don’t set out to become a living
legend. Most of us simply want to do a good job of sourcing the best talent.
But those who crowd source their decision making based on what their peers or
competitors are doing aren’t just keeping themselves from becoming industry
leaders. They’ll also be the ones taking the leftovers. If 82 percent of
companies are using social media, then we’re no longer trendsetters for our use
of social media in recruiting.
Going
where social media can’t
Social media itself is an effective method for sourcing, however
it is a one-sided tool that focuses only on finding talent through social media
channels. It doesn’t provide a solution of what to do with what you find. The
next highly adopted recruiting and sourcing tool will be something that takes
social sourcing much further: the interactive talent community. An interactive
talent community is the answer to the question of what happens after you find talentthrough social recruiting. It provides a way to store your sourced profiles and
track the actions your recruiting teams have taken to reach out to qualified candidates.
Beyond
the social, beyond the network
Since we’re talking about social media and what one does
with the information gathered there, it’s important to note that the problem
has been addressed before, though never really successfully. The attempt to solve
this problem came in the form of a talent network that allows recruiters and
practitioners to store information. The simplest and most common form of this
is essentially an email management system. The basic goal for recruiters is to
have website visitors provide their email address to express interest in future
job openings. The problem is that most talent networks never go beyond the
standard automated emails. There’s no interaction, relationship or engagement.
This type of non-responsive strategy plays a part in candidates’ increasing
frustration about the candidate experience and lack of engagement from company
recruiting teams.
The
next wave
For a talent network to be successful, it must actually be an
interactive talent community that enables you to engage and build relationships
with candidates whom you have made an initial point of contact. It’s no longer
enough to recruit on social, and it’s no longer enough to offer a one-sided
talent network. We must go beyond social media and social sourcing by offering
an employer-controlled and branded environment that helps
connect the candidate to your recruiting team.
Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media. She’s is the Chief Blogger & Founder of Blogging4Jobs. You can follow her on Twitter @jmillermerrell.
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