Social recruitment

Social recruitment

The methodology of personnel selection by recruiters is done in different ways using different instrumentation, especially digital. In addition to the procedures that can be defined as “classic”, there are also real innovative selection strategies, whose novelty lies in the interactivity of the research and the versatility of the instruments used. Social recruitment consists in the research, analysis and evaluation of candidates through the use of social networks.

Social recruitment: how personnel selection changes in the era of social networks

What differentiates social recruitment from other methodologies is the interaction between the recruiter and potential candidates. The selection therefore involves both parties, each of which assumes a specific role aimed at achieving a single objective: to hire the best professional profiles to qualitatively increase the company’s activity.

How to integrate social media strategies into recruitment strategies

Social recruitment should be only one of the many steps taken by recruiters in recruiting staff. Who is predisposed to the recruitment of professional figures in favour of a company should have access to a series of methodologies that are not limited to a single tactic. The best strategy would be to set the choice of candidates on various levels, so as to obtain as many resources as possible, which will then be skimmed during the various selection phases (advertisement publication, database analysis, social netowrk, use of dedicated advertising platforms, use of dedicated recruiting software, etc.). This is because not all candidates opt for social and “job-seeking” platforms.

Currently there are those who propose themselves through blogs, interacting on some social media not very famous for the people of the web, but also selling video courses and e-books or actively participating on some platforms (through answers, editing professional articles, etc. …). This is a slice of users looking for spaces that represent real niches for recruiters. Within these niches you can find valuable information, difficult to find elsewhere, as well as the possibility to see the professional preparation of the possible candidate.

The recruiter has the duty to integrate recruitment strategies by annexing the option of social networks, and does so by choosing the best platforms, those able to attract interesting figures. The time to be dedicated will represent an investment, to which should be added an adequate preparation in the digital environment to be able to proceed with the selection of personnel effectively and with the optimization of resources.

Working tools of a contemporary digital recruiter

Social recruitment is not just about finding and selecting candidates. Social recruitment represents a real multifaceted activity that is expressed in different techniques implemented by the recruiter. He works on two fronts, one active and the other passive. On the active front he will look for resources by consulting social networks. On the passive side, the recruiter will use tactics such as to attract the best candidate. A company looking for a professional figure can propose job offers in different ways, using the same platforms used by candidates and improving the visibility of their social profile with attractive information. But if socials are a preferred channel for the recruiter, and for the candidate, the best strategy to select staff will be to create a strong brand identity. Those with the necessary skills are looking for serious and competent companies, able to provide opportunities for professional growth. Those who are at their first experiences are looking for companies that give the opportunity to take the first steps towards the acquisition of skills. Depending on the company’s needs, the recruiter will focus on the first or second tactic, but to do so he will have to set his search according to specific criteria, able to provide a clear message to job seekers.

In addition to recruitment, social recruitment requires interconnectivity between recruiter and candidate, who interact with each other in the same way as an interview, one (the recruiter) to ascertain the suitability of the candidate, the other to demonstrate their skills. In recent times, social networks are a way to shorten distances and speed up time, for example through the use of chats and video calls that allow for long-distance talking, or by creating video conferences able to involve the largest number of users. Currently, many briefings are held through live streaming, which can take place in a very short time.

What are the advantages of social recruitment

The optimization of staff recruitment is just one of the different benefits that can be derived from social recruitment. This is followed by the efficiency of the selection, but also the possibility to set up a long-term strategy able to provide solutions tailored to the needs of the company. A valuable advantage is given by the possibility of drawing on different sources represented by social networks, blogs, platforms, websites. The opportunity to consult multiple channels, sometimes even different from each other, allows you to find that precious resource that would be difficult to find otherwise.

The fourth advantage translates into savings, both economic and temporal. If the Internet has broken down frontiers, social recruitment has facilitated the meeting of supply and demand in several ways: those who are looking for opportunities have the opportunity to know and be known in the different channels. Those looking for personnel can proceed to a careful selection thanks to the high competition represented by human resources.

Finally, the last advantage is the interaction between recruiter and candidate who are in the same position compared to the initial objective (selecting staff). There are no hierarchies and the level is almost the same, so everyone can obtain the information they want in a transparent, impartial and, above all, integrated way.

What are the disadvantages

One must take steps to be sought by the candidates themselves, to become a point of reference for future professionals. The versatility of social recruitment requires preparation, patience, dedication and perseverance, but above all objectivity, empathy and a strong intuition: it is precisely the latter aspect that is most neglected. Resources are often hidden and it is necessary to have a good dose of cunning to ensure the best candidate.

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Employer branding and recruitment of qualified personnel

Employer branding and recruitment of qualified personnel

The driving force of a company has always been its human resources capital. Talent, autonomy, strategic vision are all qualities that every company wants and that are a source of great added value for the achievement of corporate objectives. To attract from the outside through a targeted search for qualified personnel in line with these characteristics and to retain those already present within the structure, companies must and can exploit the potential of the web and the network to increase their image and appeal.

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