Social Recruiting Technology Q&A with Erin Osterhaus
This Q+A series will take a look at perspectives about social recruiting technology from thought leaders around the blogosphere! Today, we spoke with Erin Osterhaus, Managing Editor, Writer and HR trend blogger at HR & recruiting technology review firm, Software Advice, and the New Talent Times to get her take on social media recruitment for today’s recruiter.
Check out her answers below!
1. With the way technology is growing and changing, what do you think the future of recruiting will look like? Will programs and computers take over the role of the recruiter?
Because technology now makes it easier than ever for recruiters to target specific demographics—as they can through Facebook and LinkedIn—recruiters will now need to think more like marketers. This sort of technology is available to everyone. So recruiters, instead of just thinking about how to reach the most of the right kind of people, now need to go even further. They need to think about how to engage those candidates. Building an employer brand and really being able to sell your company as a great place to work is becoming more and more important.
2. The Internet is abuzz with talk about social recruiting. How important is it for employers to include a social component in their recruiting strategies and why?
Using social networks to recruit can be a great way to cut recruiting costs, while still ensuring your open job postings are getting in front of qualified and interested candidates. One of the most recent (and effective) instances of this was NPR’s Twitter recruiting campaign. Lars Schmidt, then the organization’s lead of talent acquisition, recognized that in order to find the best candidates on NPR’s slim recruiting budget he would need to get creative. He canceled many of the organization’s job board subscriptions and spearheaded a Twitter recruiting campaign. By leveraging employee participation and running interactive Twitter chat campaigns, he was able to grow NPR’s followers from 0 to 8,800 in a year.
3. What about the platforms that are a little harder to utilize on a daily basis (i.e. Instagram, Pinterest)? How do you “accessorize” your recruiting outfit without overdoing it?
I’d say focus on what you do best and on what creates the best results for your company. If you’re recruiting recent college grads for entry-level positions, chances are you’ll have more luck using platforms like Twitter and Facebook. However, if you’re seeking more experienced professionals with specific skill sets, you’ll probably want to concentrate most of your energy on LinkedIn.
The best media for your social recruiting will also vary by industry and/or the role you’re sourcing for. If you’re seeking communications professionals, for example, Twitter can be a really great platform for finding candidates with the ability to concisely and insightfully communicate.
4. Social networking is all about who you know. So what are your best tips for helping potential candidates get to know your company, your brand or your jobs when trying to grow your talent pool?
Twitter is a wonderful example of a company using social media to source and engage new hires. They do a great job of engaging followers of their @JoinTheFlock account by tweeting messages that expose their culture and showcase their organization as a great place to work. They also proactively find and connect with other professionals by searching relevant industry event hashtags—instantly expanding their pool of passive candidates. Allowing job seekers a glimpse of what it’s like to work for your company can increase their investment in your company, while also potentially piquing the interest of more passive candidates who are simply catching your tweets.
Given that job seekers are looking for a work environment where they feel they would be a good fit, having employees broadcast jobs, as well as post about events and the general atmosphere at your company, can pay huge dividends. Sharing how great your coworkers, perks and projects are on social media might be just the thing to spur a passive candidate into action.
This post was written by Erin Osterhaus