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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 recruiting 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.
Vice President of Marketing
As the Vice President of Marketing at Bullhorn, Catherine is responsible for all marketing efforts across the organization. Catherine has been with Bullhorn based in the Boston office since 2010 and has recently relocated to London. Over her tenure, she’s overseen several marketing functions including demand generation, marketing operations, and events. She is passionate about marketing technology, building high-performing teams, and leveraging both to drive for results. Catherine has a Bachelor of Arts in Global Studies from Providence College.
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SVP Product, Executive Search
As Bullhorn’s SVP Product, Executive Search, Richard drives the company’s product strategy and initiatives for the executive search sector and the Invenias product. Richard joined Bullhorn as part of the Invenias acquisition in 2018, where he one of the founders and spent 14 years as the Chief Product & Technology Officer and a Board Director.
Richard brings over 25 years of business, technology and product leadership, with broad industry experience that spans the full spectrum of the staffing industry, with specific focus on executive and retained search. Prior to Bullhorn, Richard was central to the successful growth and development of the Invenias business globally, from its inception to becoming the market leading provider of executive search software.
Team Lead – Enterprise Solution Consultant, APAC
As GM for Bullhorn’s APAC business, Aaron McIntosh oversees all business functions in the region. He also leads the solutions consulting team locally, ensuring our customers have an incredible experience when transitioning to Bullhorn. He has over 20 years working various roles within the technology industry and joined Bullhorn in 2013 in the London office before relocating back to Australia in 2015. During his tenure, he has helped numerous customers make the move to Bullhorn including Kelly Persol, Ambition, Hudson, and many others. He is passionate about technology and in particular how technology can be used to solve business issues and problems that are inhibiting growth within recruitment businesses.
He has a Bachelor of Engineering (Electrical and Computing) with Honours from Monash University in Melbourne.
Senior Vice President, Customer Success
As the Senior Vice President of Customer Success, Tamsyn leads Bullhorn’s Services and Customer Success teams. She is responsible for 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: specialising in HR, Payroll, Procurement and Quote To Cash capability. She trained as a software engineer after studying Maths, Statistics, and Computing in England.
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Executive Vice President of Corporate Development and International
Peter oversees Bullhorn’s international operations outside North America 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 and continued expansion internationally. Peter has grown the international team to over 100 staff, established Bullhorn as the UK’s market leading recruitment software and has expanded Bullhorn’s reach into EMEA and APAC, achieving a user base of more than 30,000 international users. Prior to taking on the launch of Bullhorn International, Peter spent 20 years working in the recruitment industry and held a number of senior director roles before moving into the technology space.