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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.
SVP, Global Support & Training
As Senior Vice President, Global Support and Training, J.R. leads our global Support and Training for all Bullhorn product lines. J.R. directs both the company’s customer service and training efforts around the world engaging customers throughout all points in the customer journey, both proactively and reactively, delivering incredible customer experiences via transactional interactions and client engagements. He brings a broad range of customer service leadership skills and experience to the company spanning performance management, project management, employee and leadership development, organizational design, and strategy which all align to focus on driving an incredible customer experience. Prior to joining Bullhorn, J.R. led call center optimization efforts for AT&T Mobility, directing the call center strategy for more than 100 contact centers. J.R. has spent 20 years working in the contact center space and has held a number of key leadership roles prior to joining Bullhorn.
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.
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