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4 Ways for Recruiters to Get Social Media Savvy

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social media savvy recruiters

If the numbers are correct, that 89% of companies used social media for recruiting in 2011, then it’s more important than ever that recruiters get on board with social media, isn’t it?

From finding the right hard-to-fill position to uncovering fudged skills sets, the reach of social media is far more impressive than network creators ever imagined.  If you aren’t already using it, it’s time to look at 4 ways you can get social media savvy:

Match up the facts, dates and times.
Reports indicated that 1 of 3 employers rejected a candidate based on something they found on line.  Clearly, your clients are paying close attention to Google results these days – and so should you.  Review LinkedIn profiles to make sure employment dates, times and companies match up. Look at job titles, too, so ensure experience that could cause problems later isn’t being downplayed.

hiring companies use social media

Cross reference job titles with salary ranges.
Let’s face it: All the facts have to add up.  If someone in their early 20s with very little experience requests a salary that isn’t in range with their experience, use social media to look up the information.  Other job board sites, like Indeed.com, may also pull up information on every job every posted specific to a job title and geographic area making it easy for you to check the facts.

Rely on the big 3 for the most accurate information.
Yes, we mean Facebook, Twitter and LinkedIn.  While other sites like Pinterest, Google+, and YouTube are gaining notoriety, they aren’t yet in line with the big three.  Do what 24% of managers do and spend some time poking around Facebook and Twitter.  These two will give you an idea of someone’s personality while LinkedIn should replicate their resume fairly closely.

Go after win-win client relationships.
The most significant aspect of social media relates directly to sales.  You can use your candidate’s connections to meet bigger and better client resources. For example, LinkedIn will allow you to see a connections contacts.  Take a few minutes to look through their portfolio and see who you’d like to meet. Then, ask for an introduction.

overal recruiting statistics

With the onslaught of social media usage for internet job recruiting has come a host of issues related to the viability of candidates recruiters put in front of their clients.  While we all want honesty, social media might be a little too up close and personal in some regards.

Being savvy and checking the facts before you put a candidate in front of a client is a great idea – cyber stalking is not.  Be fair and realistic about what you find.  It’s ok to recognize that we all make mistakes or alter our past a little to pursue our future.

On that note, don’t always rule out a good candidate right away.  Instead, tell your client the issue you find on social media and let them make the decision with all the facts in front of them.  Chances are, they Googled you and your company, too … and who knows what they found?

 

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The post 4 Ways for Recruiters to Get Social Media Savvy appeared first on Recruitment on the World's #1 CRM.


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