Combining Social Media with Recruitment Software for Optimum Results

Nolan Gray Products & Technology, Tips & Tricks

Recruiters cannot rely solely on social media or networking sites to find new talent. While these platforms certainly can – and should – be used, they must be considered compliments to a variety of tactics instead of the lone approach.

Unpredictable changes recently reported that businesses only using social media to recruit candidates need to diversify their efforts. Smaller, industry-based platforms are excellent resources for finding specialized candidates. There also may be candidates located in different regions that don't show up in recruitment search results on larger sites. Plus, in the past year, changes sites like Facebook have made to their settings have made it more difficult to ensure content reaches the masses.

Many recruiters rely on Facebook and LinkedIn to engage with potential candidates, hoping to develop a rapport before beginning the actual hiring process. This helps determine who will best fit into company culture, in addition to how well talents will contribute to corporate goals. Unfortunately, Ogilvy reported that between October 2013 and February 2014 organic reach for Facebook brand pages declined by 49 percent. The site altered its news feed algorithms, which drastically changed the pages that popped up for users when they signed in. Large brands were now only reaching 2 percent of their fan base, decreasing not only scope but engagement as well.

Keeping up with technology
On top of these changes, job seekers are quickly adapting to new technologies and businesses need to keep up. Multi-channel job hunts require users to tweak their profiles according to each networking site's particular profile guidelines. While establishing an in-depth professional profile on LinkedIn may impress recruiters in certain ways, displaying talents and creativity may be better suited for a personal website or Pinterest board. Candidates are now more invested in their statistics and strategic about their online lives, which means that businesses have to stay up to speed as well.

Be strategic about communication
It should be noted that communicating with candidates through social media has the potential to backfire in some circumstances. Depending on how often messages are sent – either internally through a site or via email – candidates could see them as spam or routine personal updates. Sending too many job postings or invitations to connect could push people away, as it may seem more like a mass attempt at connecting to a general group of potential applicants rather than a genuine, targeted effort toward one or two people. 

Recruitment software offers recruiters complimentary platforms to social media networking sites. When businesses can better track all potential candidates from a variety of site sources in one location and establish a rapport outside of a public forum like Facebook or LinkedIn, it sets up a more intimate and meaningful relationship. Recruitment software keeps companies organized and equipped with their own tools to manage the hiring process, should any other site decide to dramatically alter its current practices. This type of platform is an invaluable resource to any business interested in attracting top talent. 

Jobscience | Beyond the Applicant Tracking System