Why Every Manager Should Promote Thier Jobs Through Social Networking Platforms

Recruiting and sourcing has significantly changed over the last decade. With the invention and adoption of social networking tools such as LinkedIn, Facebook, Twitter, Pintrest, Instagram, Google+, (the list goes on), more and more people are choosing to participate in these forums to share ideas, network and inevitably learn about potential career opportunities. The recruiting process has also shifted from traditional recruitment of relying on job boards, resume databases and company websites to proactively using platforms such as the Internet, LinkedIn, Facebook and Twitter to market, engage and recruit.

So, why are social platforms so powerful compared to job boards? The answer is simple: the power of reach via a network. In the old days this used to be referred to as “word of mouth”. To understand the reach social networking has in broadcasting information, consider the status (in the millions):

social media members 2008_2012

* Data courtesy of: New Media Lab (2008) and Digital Marketing Ramblings (2-12)

In just five (5) short years the social media front has expanded moving into blogs and visual social sites such as Pintrest and Instagram. It’s a clear demonstration of the changing way people are using the internet. And let’s not forget, all of these applications are available on mobile; allowing interactions to transpire on the go. Mobile has increased accessibility to the internet.  According to eBiz MBA; the top three social sites that are accessed through mobile phones are:

social Mobile

With this type of reach and visibility it’s hard to ignore the marketing aspect social networking sites play in sharing and distributing information. Managers have a key role to play in the social recruiting process. By using social media sites such as LinkedIn you can leverage your network to broadcast and share information. Think about the next role you have to fill. What’s the probability that someone in your network may know someone who may be interested in the job? Once button and it’s shared to their network. Since it’s shared by a member of the network the probability someone in your network will respond and share information is much higher than a random email from someone you don’t know.

Ann_Nov_2012

by Ann Barrett, Director eRecruitment & Social Media Strategies

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About sailorannzalie

Talent Brand Expert, Recruiter, Social Media Expert, Integration Architect, Consultant. I’ve had lots of titles, but the ones that describe me the best are Change Agent. Transformer. Game Changer. Throughout my career I’ve had a number of challenging and rewarding jobs. I’ve had the opportunity to build, develop and lead creative initiatives that transform customer and employee experiences. I’ve consulted with clients across the globe and worked out off offices in Europe, North America and Asia. I am consumer and contributor. I love to learn from others and of course, share my knowledge through my blog https://sailorann.wordpress.com. As an industry thought leader I’ve spoken multiple times at LinkedIn’s Talent Connect, Indeed’s first global conference and the Social Capabilities Network (SCN). I’ve been recognized for my work and most recently was the proud recipient of the 2013 Social Media Recruitment Award. When I’m off the clock I like to broaden my horizons by travelling the world and experiencing new cultures. Want to hear about my travel adventures? Check out my travel blog: www.mytb.org/Sailorann

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