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In today’s digital age, recruiters have numerous ways to reach candidates, especially via social media. Tech-savvy recruiters are increasingly turning to social media to gain intelligence about candidates, build relationships, and source their own super-skilled job seekers.
Social media allows recruiters to analyze candidate’s qualifications and experiences through Linkedin, view their topics of interest on Twitter, or understand their lifestyle interests via Instagram. As people spend more time than ever on social media, it is becoming an essential tool for finding and communicating with candidates.
Succeeding in social recruiting is all about having a strong web presence, which not only helps attract new candidates, but also helps secure new clients.
98% of recruiters are using social media for recruiting. Are you one of them?
In 2013, Bullhorn found that 97% of recruiters rely heavily on LinkedIn for hiring, while only 12% use all three major social networks―LinkedIn, Twitter, and Facebook.
However, we've seen a growing interest in social media among recruiters. In 2018, respondents of our global staffing survey ranked social media as a top-3 source of candidates and said that social recruiting is one of their most sought-after training topics.
What are the benefits of social recruiting and how do recruiters get the most out of it?
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Increased Access to Candidates ― Social media is a great way to connect with a wide variety of members of today’s workforce, who spend an average of 37 minutes daily on social media. It’s also a great way to engage Millennials, who currently represent 15% of the workforce and are its fastest growing segment. According to Forrester Research, 30 million Millennials are ready to join or have joined the workforce and another 46 million are waiting in the wings. The key to effective engagement on social media is to be genuine and transparent while providing useful and relevant information. Interact and converse with candidates rather than only advertising your job postings.
High Visibility ― Social media networks give your firm and open jobs greater exposure in places where your target audience spends a lot of time. By now, most recruiting firms have established a presence on social media websites, but suffer from a low number of visitors and limited interaction. If you want to gain more visibility on social networks, participate. Ask your clients for reviews and testimonials. Reward contributors in ways that spur bragging rights. Offer more valuable content than your competitors do. Become the go-to expert in your field and you will increase your brand’s exposure on social media.
Low Cost ― Recruiting costs related to social recruiting are typically lower than other sources. Joining a social network like LinkedIn or Twitter is free, which automatically reduces the cost to hire. More often than not, social media allows for no-cost messaging, job posting, and relationship building. There are some fees associated with select features that you may or may not decide to use, but overall, social recruiting is a low-cost strategy.
Referrals and Relationship Building ― The nature of social media networks enables recruiters to make new connections daily. Those relationships can offer tremendous value in the form of referrals if they are properly sustained and nurtured. Long-lasting relationships lead to higher acceptance rates and more revenue for your firm. Make sure you spend time initiating conversations and getting involved in related communities in order to successfully build relationships and referrals on social media.
Passive Job Seekers ― Passive candidates aren’t necessarily looking for a new job, but they are highly qualified individuals in the workforce. Social media helps recruiters get in front of these types of candidates and convince them to make a move. By recruiting passive candidates on social networks, recruiters can tap into specialized skill sets and ultimately present better candidates to their clients.
Social media is and will remain a powerful recruiting tool in 2019. There is still a lot of opportunity for recruiters to connect instantly with thousands of high-quality candidates. It’s up to recruiters and recruiting firms to leverage these networks for the greatest return.
To learn more about the social recruiting capabilities available in the Bullhorn applicant tracking system, visit the website or contact a representative today.
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SVP of Product and Salesforce
Jonathan Novich is SVP of Product and Salesforce for Bullhorn, the global leader in CRM and operations software for the recruitment industry. A staffing technology innovator, he has developed broad and deep product and technical experience consulting to staffing firms over the past 15 years. Jonathan has acted as an independent consultant for some of the largest staffing companies in the world and advised companies on acquisition targets.
At Bullhorn, he oversees product initiatives as more than 10,000 staffing companies rely on Bullhorn’s cloud-based platform to drive sales, build relationships, and power their recruitment processes from end to end. He graduated with honors from Princeton University, earning a Bachelor of Science in Engineering in Computer Science and a certificate in Operations Research.
SVP, Workforce & Revenue Cloud
As Bullhorn’s SVP of Workforce & Revenue Cloud, Ed drives the company’s middle office strategy and overall product offering. Ed joined Bullhorn as part of the Peoplenet acquisition where he spent 7 years as the President/CEO leading up to the acquisition in late 2017. Prior to joining the Bullhorn family, Ed has spent his career designing, building and managing technology solutions for numerous Fortune 500 companies. He has been a Partner in an ERP-focused consulting firm, a CIO for a global pharmaceutical company, a supply-chain leader for a retail company and the leader of a services company from its inception to $50MM in revenue. Ed was born in Florida but has spent the last 20+ years in Atlanta, GA. Ed loves to play golf, tennis and basketball and occasionally gets out kite boarding when the wind is just right.
Ed holds a Bachelor of Science in Industrial and Systems Engineering from the Georgia Institute of Technology and an MBA from Goizueta Business School at Emory University.
Brian Sylvester is Bullhorn’s Chief Financial Officer (CFO) with more than 15 years of financial leadership experience. Brian leads Bullhorn’s financial, accounting, and legal functions. Prior to becoming CFO, Brian spent three years at Bullhorn in various finance & accounting roles. Prior to Bullhorn, Brian was Corporate Controller at Pegasystems, a global provider of business process management software where he scaled the finance organization during a period of 2.5x revenue growth. Brian began his career at PricewaterhouseCoopers in their technology audit practice.
Brian is a CPA in Massachusetts, has a Master’s of Science in Accounting from Boston College and a Bachelor’s of Science in Accounting from Bryant University.
SVP, Customer Success
As the Senior Vice President of Customer Success, Tamsyn leads Bullhorn’s Services and Customer Success teams. She is responsible for the successful delivery of all products and services globally and is committed to creating and maintaining incredible long-term customer experiences in the Candidate to Cash process. Tamsyn has been delivering implementations for over 25 years with companies such as SAP, Ariba, Zuora and Apttus: specializing in HR, Payroll, Procurement and Quote To Cash capability. She trained as a software engineer after studying Maths, Statistics, and Computing in England.
Founder & CEO
Art Papas is the Founder and CEO of Bullhorn, Inc, the global leader in software for the staffing & recruitment industry. Art was the original architect of Bullhorn’s flagship Customer Relationship Management (CRM) system, which now helps more than 8,000 companies around the world run their businesses. Art is the Chairman of the Board at Career Collaborative, an organization that teaches unemployed and underemployed adults how to build careers that change lives and strengthen families. In 2014, Ernst & Young named Art an EY Entrepreneur of the Year Award Winner in New England. Prior to starting Bullhorn, Art started his career as a software engineer at Thomson Reuters. Art is a graduate of Tufts University, holding a Bachelor of Science degree in Mathematics.
President and Chief Technology Officer
As President and CTO, Matt leads Bullhorn’s architectural, technical, and software design and development efforts. He also directs the product management team’s work defining product strategy, and global customer support and success. Since joining Bullhorn in 2004, Matt has held a variety of leadership positions managing the growth of various technical and services teams, including Vice President of Professional Services. Prior to Bullhorn, Matt worked at PricewaterhouseCoopers, specializing in systems process assurance for such companies as Fidelity and State Street Global Advisors. Matt holds a Bachelor of Science in Business Administration with a concentration in Finance from Boston University’s School of Management.
Chief Revenue Officer
As Bullhorn’s Chief Revenue Officer, Mike drives the company’s global revenue growth. Mike was one of the first 15 team members of Bullhorn Inc. in Boston and relocated to London in 2010 to start up the International team. In his 6 years in London, Mike drove regional expansion into the Netherlands, Germany, Singapore, and Australia. He has supplied cloud-based solutions to recruitment consultancies in over 50 different countries worldwide for the past 10 years. Mike was born and raised in the Boston-area where he grew up an avid sport fan. He earned his Bachelor of Science in Business Management from Babson College.
Chief People Officer
Kristin oversees Bullhorn’s human resources function in her role as Chief People Officer. Kristin joined Bullhorn in 2020 and is responsible for helping Bullhorn scale to the next level, build leadership capacity, and accelerate growth in global markets. Kristin brings to the role over 20 years of experience leading high-potential companies through breakthrough growth and brings a depth of knowledge in organizational design, scalable processes, and flexible systems culled from some of the most successful global companies in the world. Leary joins Bullhorn from Hitachi Vantara, where she served as Chief Human Resources Officer, and before that she worked as Chief Human Resources Officer at Forcepoint, a private equity-backed company with 3,000 employees operating in more than 45 countries. She has also worked at high-growth enterprise technology companies like Alphatec Spine, Boston Scientific, and Hewlett-Packard.
Executive Vice President of Corporate Development and International
Peter oversees Bullhorn’s international operations across EMEA and APAC in his role as Executive Vice President of Corporate Development and International. Peter joined Bullhorn in 2009 and was responsible for its highly successful UK launch. In addition to growing the international team to over 50 staff and establishing Bullhorn as the UK’s market leading recruitment software in fewer than three years, Peter has expanded Bullhorn’s reach into EMEA and APAC and achieved a user base of more than 10,000 international users. Prior to taking on the launch of Bullhorn in the UK, Peter spent 20 years working in the recruitment industry and held a number of senior director roles before moving into the technology space.
Executive Vice President of Enterprise and Salesforce
Ryan Murphy is the Executive Vice President of Enterprise and Salesforce. He began his 10-year career at Bullhorn as a finance and sales intern, affording him a 360-degree view of the software-as-a-service industry and Bullhorn’s business model. Prior to his current role, Ryan served as an Enterprise Account Executive where he honed his customer-first leadership style and championed Bullhorn’s offerings to its most strategic clients. Today, Murphy is charged with leading the enterprise strategy and go to market for both Bullhorn and Bullhorn for Salesforce, enabling customers to maximize their investments on both platforms and deliver an incredible experience to their customers and candidates. Ryan has a Bachelor of Arts in Business Administration from Boston University.
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