So at this intersection of social media and recruitment, headhunters are accessing different social media profiles and online communities to find the right candidates. Remember we talked in the first chapter about using innovative methods to reach skilled labor in a field that may not have as many experts? Social media recruitment directly addresses the challenge of accessing people that may not be actively seeking a job. Let us look in detail as to how social media helps recruiters access passive job seekers with a good skill set.
We already know about one aspect of social media that allows recruiters to access skilled professional’s profiles on platforms like LinkedIn and Facebook. This is where the recruiter is actively looking for potentially viable candidates who have posted their information on social networks.
The other side to the social media recruitment coin is letting people know and about jobs about your recruitment processes about spreading the word for jobs and also leveraging other people’s social networks to build a social brand so to speak so that people will come looking to you for jobs. This can be done by advertising jobs either as a crowdsourcing exercise in an online community or by presenting their profiles online as a recruitment brand or even by asking people to share a job opening on their own personal network. This provides direct access into the eyes and minds of passive job seekers who may be content in another job – but if you present them with the right opportunity they just might accept.
As you can see, the rapid evolution of social media in the last decade means that recruiters have widely and quickly adopted social technology for their recruitment purposes. Networking and making connections has become faster and much much more efficient than it used to be. Let us take a look at some of these benefits in detail.