{"id":13237,"date":"2017-09-12T06:00:40","date_gmt":"2017-09-11T20:00:40","guid":{"rendered":"https:\/\/www.bullhorn.com\/au\/?p=13237"},"modified":"2017-09-12T06:42:06","modified_gmt":"2017-09-11T20:42:06","slug":"social-sourcing","status":"publish","type":"post","link":"https:\/\/www.bullhorn.com\/au\/blog\/social-sourcing\/","title":{"rendered":"Social Sourcing: What Every Recruiter Needs to Know"},"content":{"rendered":"

It should come as no surprise that in our online-focused world, tech-savvy recruiters everywhere are increasingly turning to social media to gain intelligence on candidates and source their very own super-skilled job seekers. <\/span><\/p>\n

With a wealth of information both professional and personal (sometimes a little too<\/em> personal) very often publicly available on the web, social media can provide some fantastic and exclusive recruitment-related insights into the background and everyday pursuits of potential candidates. <\/span><\/p>\n

Channels such as LinkedIn, Facebook and Twitter, can offer up all kinds of important details that help recruiters get to know who they\u2019re really dealing with, and assess their suitability for clients and job roles.<\/span><\/p>\n

But be warned: when embarking on a social media investigation session, it can be all too easy to get lost in a maze of posts, tweets and status updates. It\u2019s important to stay focused and know what you should be looking out for amongst the global maze that is social media.<\/span><\/p>\n

LinkedIn<\/span><\/strong><\/h3>\n

The modern-day equivalent of the traditional resume <\/span>LinkedIn<\/b> is, of course, the ideal place to begin researching and building a picture of potential candidates\u2019 career experience and education. Pay particular attention to endorsements and recommendations, particularly non-work-related elements such as volunteering and causes they care about. <\/span><\/p>\n

Other valuable areas to consider include the type of groups that users join, the Influencers they follow, their interaction and engagement with other users\u2019 content, and the type of content they post themselves.<\/span><\/p>\n

Warning! <\/i><\/b>Recommendations may not always be what they seem – it\u2019s worth performing a quick check on who provided that \u2018glowing review\u2019 to establish whether it is, in fact, a legitimate and relevant reference.<\/span><\/i><\/p>\n

Facebook<\/span><\/h3>\n

Putting the \u2018social\u2019 firmly into social media, <\/span>Facebook<\/b> can be used to dig deeper into a candidate\u2019s personal interests. Recruiters can develop a more well-rounded view of who the person in question is outside of their 9-5, by looking out for hobbies and extracurricular activities. <\/span><\/p>\n

Review posted content and status updates, and remember too, that in the world of social media, the \u2018pictures are worth a thousand words\u2019 concept often rings true – so a quick look through that photo album may be a valuable undertaking.<\/span><\/p>\n

Warning! <\/i><\/b>Don\u2019t rely on names alone when researching job applicants – make sure that the profile you\u2019re poring over is, in fact, the right person and not a random user that you now know far too much about!<\/span><\/i><\/p>\n

Twitter<\/b><\/span><\/h3>\n

It\u2019s surprising how much you can learn in a mere 140 characters, as online networking site <\/span>Twitter <\/b>confirms. With its real-time, trend-focused approach, tweets can reveal a whole lot about a candidate\u2019s areas of interest – for example, whether their tweets fall more into the \u2018celeb gossip\u2019 basket or the \u2018political commentary\u2019 box.<\/span><\/p>\n

Warning! <\/i><\/b>Controversial or inflammatory viewpoints on areas such as politics and race can act as a major red flag, with 1 in 5 hiring managers saying that strong political affiliation is viewed as a negative.<\/span><\/i><\/p>\n

Instagram<\/span><\/strong><\/h3>\n

Popular image-sharing app <\/span>Instagram<\/b> is a great platform with which to further develop the profile of your potential candidate. Personal and highly social, Instagram can often showcase the more creative leanings and cultural interests of job seekers, with a series of image-based posts creating a visual blog or \u2018life diary\u2019.<\/span><\/p>\n

Warning! <\/i><\/b>Don\u2019t be a victim of the \u2018accidental double tap\u2019! For non-Instagrammers, that\u2019s the action to \u2018like\u2019 a photo – and if done in error (which is all too easy to do) on an unsuspecting candidate\u2019s page that you\u2019re not following, it can make you look a little, well, creepy\u2026<\/span><\/i><\/p>\n

Use these social media tricks to boost your candidate knowledge, seek out the hottest talent, and get those valuable insights that will keep you well ahead in the recruitment game.<\/span><\/p>\n

 <\/p>\n

\n

Want to take your sourcing efforts to the next level? Get the new ebook,\u00a0<\/span>Straight to The Source: Why Candidate Sourcing Matters and Tips For Success<\/a>\u00a0for interesting findings around the candidate acquisition landscape and sourcing tips that work.<\/em>
\n<\/a>\"Sourcing\"<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Social sourcing is about a lot more than sending InMail messages on LinkedIn. Here’s what you need to know to get started.<\/p>\n","protected":false},"author":32,"featured_media":13238,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"footnotes":""},"categories":[],"tags":[375,132,264,79,402,403,408],"class_list":["post-13237","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","tag-candidate","tag-linkedin","tag-media","tag-recruitment","tag-social","tag-sourcing","tag-twitter"],"acf":[],"yoast_head":"\nSocial Sourcing: Tips for Tech-Savvy Recruiters | Bullhorn<\/title>\n<meta name=\"description\" content=\"Social sourcing is about a lot more than sending InMail messages on LinkedIn. 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