Recruiting methods continue to drastically change due to ever evolving technology. Learn the impact of Big Data, Social Media and Mobile Recruiting on your ability to identify, attract and represent candidates who have the highest potential to perform, be retained and become engaged employees.
- Technology has triggered massive changes in the way hiring authorities identify talent. It also has triggered massive changes in the way candidates are looking for a job, which, of course, affects us in the recruiting profession. What big data does is provide insight into recruiting efforts. It also helps identify certain skills and abilities and characteristics that are linked to a candidate's potential to perform in certain jobs. The nice part about this, too, is that candidates have social media presence, and it's amazing the incredible amount of data that recruiters can find out about a person just by their social media presence.
There are also platforms that scrape data, which assists in the recruiting process. You can uncover where the best talent is hanging out. This can include, chat lines, or online forums, many of them are in blogs or having meetups. There's also industry related sites where these candidates are going. It's important for you to find out where your candidates are hanging out and that's where you need to go. There are five fundamentals for social media recruiting, which include getting connected where it counts.
See, the key to social medial is truly figuring out where they are and who are the candidates that you need to attract, and then where do you go to find them? Because there's certain sites that attract certain caliber of candidates. Next, you've got to connect with your contacts. It's not the recruiter that has the highest number of contacts, and everybody wants to get over 500 contacts. It's almost like your ego needs to have that many contacts, but I'd rather have 200 that really value me as a workforce, workplace expert than 1000 that I'm just connected with.
You want to follow up with your contacts, and as a recruiter, it's important that you identify who are the biggest influencers. Tools like LinkedIn Pulse can help you do that, but those are the people that you have to connect with. Those are the people that can lead you to the top talent that you want to place with your hiring authorities. It's also important to plan a social media editorial calendar because in social media networking, it's not enough to just get what you want, you've really got to give more than you get at the very beginning, and you've got to post relevant contact regularly.
On your calendar, just what are you going to post, where are you going to post it, and how often are you going to post it. If you want your contacts to really value you, then this has to be relevant contact that's going to help them achieve their goals. You should always treat others the way they like to be treated. I was taught for years, treat others the way you want to be treated, and then I figured out in recruiting that that doesn't work. You've got to find out how other people want to be treated and position yourself as that person that will do exactly that. You want to become a relevant resource for your candidates, as well as your hiring authorities.
Focus on quality versus quantity. The greatest percentage of job seekers out there are using mobile devices, and you have to make it easy for them to find you. It has to be simple and seamless to communicate with them, and then take the information that you get and enter that in your ATS system or your CRM, so you've got this information that you can quote in future contacts. When you look at your websites, they have to be responsive. Whether I'm trying to contact you on a mobile device, a laptop, a tablet, I need to be able to have this be an easy process.
You've got to make it easy to talk to you, easy to find you. When you see major players, like LinkedIn Recruiting announcing a mobile app for IOS and Android, you know that recruiters are identifying talent on mobile devices. Again, we have to go where the candidates are going. In a recent Jobvite study, what they did is study the percentage of job seekers in an active search and how much time they were spending daily on their mobile device, and the studies are pretty revealing. 25% of these job seekers were spending six minutes a day.
32% were spending 10 minutes a day. 28% were spending over a half an hour a day on their mobile device, and 14% of people looking for a job are spending more than an hour a day on their mobile device looking for a job. If these facts are reality, then you have to be very accessible on mobile devices. In order to become successful at the recruiting profession, you not only have to embrace big data and social recruiting, but your process has to be seamless when your candidates and clients are utilizing their mobile devices.
Barb outlines recruiting best practices, such as how to embrace attitudes and expectations for success, how to best use your time, and how to overcome common objections from employers and candidates. She also addresses the change in recruiting from a mostly verbal and face-to-face communication into the new era of data-driven social and mobile connections. In addition, she provides guidance on how to establish rapport and trust with hiring authorities and attract top talent, as well as techniques for negotiating, closing, and retaining clients and candidates for the long term.
- Develop the right attitude and expectations for recruiting.
- Use different recruiting methods, including websites and social media.
- Differentiate yourself to employers by positioning your services as a solution.
- Identify a company's hiring needs.
- Determine how to attract top talent.
- Build rapport and trust with candidates.
- Identify the right metrics to track your success.