The success of social recruiting is due to 4 reason
1) The availability of having a huge amount of data and information at almost zero cost. Quantity is not everything, it is true, but it is certainly better to choose among many than among a few;
2) The growing demand for tools useful for personnel selection since on the one hand we have a high unemployment rate and on the other hand we have a growing demand for hyper-specialized profiles and skills;
3) The free-lance phenomenon that has led to the explosion of an increasingly large, micro-specialized professional market willing to move, work remotely and work on projects;
4) The start-up phenomenon that often requires skills related to the world of ICT and uses Social Media to select them
5) The growing availability of tools that allow you to measure the online activity of potential candidates (Mention is an example) and allow the recruiter to also create a psychological and aptitude profile.
In short, today a recruiter can easily know before meeting the candidate “who he is”, “what skills he has” and potentially know, even better than the candidate himself, “the job he could best do”.
The game of the meeting between supply and demand in the labor market seems to have fluidized quite a bit.
But change is not all here. The use of Social Media for recruiting has also changed the supply and demand approach to job search.
If before we had a basically passive dynamic (where when a need arose I requested profiles or when I received a profile I evaluated it) today we have a substantially proactive situation where supply and demand are engaged in a continuous refinement of their profile and research.
The selection companies are therefore called upon to promote their brand through social media and to activate interesting connections but above all to listen.
Those looking for work are instead called to build, today more than ever, a solid, constant and consistent online reputation through not only the construction of passive profiles (curriculum vitae) but also through the construction of active relationships in forums, Social Media and / or community.
We have gone from researching to monitoring channels in which to find; from requesting profiles to monitoring skills and emerging profiles; from punctual research to continuous research.
5 tips for recruiters:
1) Using Social Media is a job, indeed it is part of the job, if you want to do it seriously do not entrust it to an untrained resource and approach it professionally and avoid making mistakes by not knowing or understanding certain features. The risk of becoming a spammer is very high;
2) Use Social Recruiting not only for positions related to digital but also for the others, you will have the opportunity to find and find many freelancers and juniors with high professionalism
3) Read beyond the qualifications, the world of work has changed, Social Media offer the opportunity to evaluate the most unique skills and soft skills of candidates;
4)Monitor, monitor and monitor: recruiting becomes more and more a process and less and less an action.
This way you can collect information about potential candidates and potential customers (other companies).
The risk is to approach Social Media thinking only and exclusively about talking;
5)Do not forget professionalism: Social Media is an informal tool but this must never exempt you from a formal and precise approach to the potential candidate or, better still, to relations with potential candidates.
Social Media offers the opportunity for recruiters and head hunters to create a portfolio of brilliant candidates and “known” to client companies.