We’re excited to have Katrina Collier, social media recruiting specialist at Winning Impression, join us in our upcoming webinar on sourcing IT talent, which is scheduled for April 30. Katrina has more than 10 years of experience in both agency and in-house recruiting and another 9 years of social recruiting experience on top of that. Needless to say, she’s an expert in her field and we’re looking forward to joining her in conversation later this month.
We took the opportunity to pick Katrina’s brain on a couple of key topics this week that we’d like to share with you now on challenges facing the recruitment space, social recruiting and seeking out IT candidates.
Key challenges in recruitment
According to Katrina, simply keeping up with the times is an enormous challenge for recruiters today. Some haven’t wised up to the fact that we’re in a candidate-driven market. Recruiters take too long to make decisions and lose talent in the process, according to Collier.
“The world of work has changed; recruiters need to keep pace too,” she said.
The breathtaking pace of technology has also left some recruiters in the dust. Applicants have greater expectations. They want to apply on mobile and they want to know where they stand in the process. At the same time, technology has made the world noisier. At any one moment, someone can be receiving emails, texts, calls, instant messages, tweets, and updates. Sometimes recruiters struggle to be heard, Collier said.
For Collier, a successful social recruiting strategy isn’t just about pushing out job posts or about employer branding. It’s about finding candidates where they live online and engaging them in meaningful conversation. Be someone worth talking to, as Collier put it.
An innovation-focused applicant tracking system vendor is essential to effective social recruiting. Many companies are locked in contracts with older systems that don’t allow them to be as agile. Mobile recruiting and great communication throughout all stages of the hiring cycle are crucial.
“Choose a provider who is keeping pace, if not ahead, of change,” Collier suggested.
What else is holding companies back from effective social recruiting? According to Collier, it’s a combination of factors – poor advice about what social recruiting is about, lack of investment, and silly internal restrictions, like workplaces that limit access to social networking sites. To move forward, companies need to rethink candidate experience in the digital age and seek advice from someone who understands the full recruitment lifecycle, social media and marketing.
Recruiting the IT crowd
Should companies use social to court IT talent? The answer is a resounding “yes.”
People with in-demand skills are bombarded by recruiters, Collier said. Some recruiters are lazy and don’t make enough effort. For example, there’s no reason to call a candidate and ask if they have the experience you’re looking for. You should already know if they do; you have the resources to find this information.
She describes social media as “a gift” when it comes to recruiting hard-to-find talent.
“…[Social media] gives recruiters the opportunity to delve deeper, find out more, and make a more informed approach that will gain a candidate’s attention,” Collier said.
It’s a candidate’s market right now, especially for those in IT and other desirable fields. That means recruiters need to use every available resource to stand out from the crowd of other recruiters vying for the person’s attention, she added.
Tune in April 30, 2015 at 1pm ET / 10am PT to hear more of Katrina Collier’s expert insights on social, IT and much more. We hope to see you there!
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