Learn the difference between active and passive job seekers, and which you should target. In this video, discover the importance of have a social presence on LinkedIn, Twitter, and Facebook.
- [Instructor] I'm really excited to start showing you how to recruit more and better candidates via social media. But, before we begin, I want to be sure we are on the same page with terminology. As some recruiters may use it differently. Let's define the difference between an active and passive job seekers. In reality, there are four scenarios. One, a candidate that may be unemployed and not looking for a job. For example, a student. Two, a candidate may be unemployed and looking for a job, for example, coming back after maternity leave.
Three, a candidate may be employed and looking for his or her next job. For example, a job switcher. And four, a candidate may be employed but not looking, because he or she is happy at their current employer. Unfortunately, you won't know who's an active or passive seeker until you speak with them. But the different types of candidates have different motives and levels of interest. So your recruitment strategy must appeal to each group in order for you to effectively find, recruit, and hire the best candidates.
Active candidates are the ones actively informing the world that they are looking for a job. They often add looking for a new challenge, open for opportunities, or available on their up-to-date social media platforms. They are reaching out to their professional networks, answering job ads, and sending resumes to recruiters. Active candidates aren't necessary unemployed. They might be looking for a job that better suits their schedule, or an escape from a job that they dislike. According to various studies, these job seekers only make up around a third of the workforce at any given time.
However, as experience demonstrates, passive candidates are often the most highly qualified, in demand talent that aren't out there surfing job boards. They already have a job that they're happy with. But if the right offer came along, a significant majorities of these employees would be willing to talk with a recruiter and consider a new position. These are the ones that you should have on your radar, too. It takes fewer resources to get an application from an active candidate than a passive candidate.
Of course, every candidate is different. There's a realistic chance you'll find the perfect applicant amongst your next batch of active job seekers, and consider that in most cases, you won't be the only recruiter they're talking to. The benefit to a passive candidate is that they probably won't be interviewing with anyone else. So, if they're willing to discuss a new opportunity, proactive sourcing is going to be your best bet for finding this group. Before you start unleashing your searches on different platforms, for this course, it would be mandatory to have already setup your respective accounts with LinkedIn, Twitter and Facebook.
I'm not going to explain how to create an account, you can find more resources on LinkedIn Learning on how to use social media platforms. All social media platforms have multiple versions available. In this course, we'll use the free versions for all of the tools, except for LinkedIn Recruiter. If you don't have a license for Recruiter, you can still gain insight about what it could mean for you. Now, because different recruiters have different types of computers, smartphones, tablets, et cetera, I opted for showing you everything with the browser versions of the platforms.
I'm pretty sure that if you can handle the browser version, that you can equally use the app version. The app version is nearly always a simplified version of the browser tool. So, without further ado, let's get started!
- Why you should recruit on social media
- Creating company profiles that attract top talent
- Leveraging special features and ads on LinkedIn, Twitter, and Facebook
- Searching for candidates
- Setting up a daily routine for social recruiting
- Automating your recruiting efforts