I was inspired by the recent blog post by Bilal Jaffery who landed a social media job via Twitter. His story is a great example of how some Gen X and Gen Y’s are approaching job sourcing. It centres around engagement and conversations on social networking platforms.
The relationship component plays a bigger role in helping candidates determine if a company is the right fit for them. At the same time it also gives organizations the chance to interact with potential candidates to build a qualified talent pool.
His story also validates the shift happening within recruitment. Candidate behaviours are driving employers to adopt social recruiting practices to solicit passive talent. Companies who have been social media shy are at risk of being bypassed as a destination for top talent. Candidates are judging the employer as much as the employer is judging the candidate. Bilal’s blog post highlighted a few things that employers need to do to remain competitive:
- Social media is mandatory– The fact of the matter is, if you’re not on a social media channel, at a minimum to build brand awareness, chances are you may be screened out as a potential employer. Much like dating, candidates want to build a relationship with their potential employer before they make a commitment. Your social media presence provides some insight into what your brand means to consumers and how you engage with them. The focus is on engagement and responsiveness.
- Employees are your best brand ambassadors– There are hundreds of blog posts that attest to this. In the case of Enterasys it was the CMO’s tweet about a job opportunity that enticed Bilal to reply. Social media has empowered managers and other employees to actively participate in the recruitment process like never before. Many managers have embraced social media as a way to partner with recruitment, actively share jobs to networks and identify possible candidates to contact. At the executive level, interaction via social media is a reflection of an organization’s willingness to working in a modern, forward thinking way.
- LinkedIn will become the universal social job profile– LinkedIn has established itself as the professional social networking channel. This is the place where you can really create your own professional brand, market your experiences, projects, languages and portfolio of accomplishments. Consider that 100 new profiles are created every minute on LinkedIn*. According to mashable.com; student use of LinkedIn increased 700% in 2012 as students and new grads individually and through their schools used the tool as a primary way to learn about new jobs and engage with potential employers. As a result profiles are being used as virtual resumes. As social media log on’s to third party applications continue to proliferate the virtual landscape, applicant tracking systems have also embraced LinkedIn integration’s providing candidates an option to use their profile as the basis of their job application. For those companies still requiring a resume, LinkedIn users can quickly download a copy of their LinkedIn profile in a resume format.
So what’s the message here? Candidates are learning about opportunities through a variety of social media channels. If you want to be a viable contender in the market, step up your social media efforts. That doesn’t mean putting all your eggs in the Twitter nest. It means diversifying your social media approach and really focus on engagement.
By Ann Barrett – Director eRecruitment & Social Media Strategy