Warm up! Build relationships with your future employees

Apr 06, 2016

With so much competition today for top talent, it is important for companies to forge relationships with potential candidates, in fact long before these passive job seekers could become applicants for specific jobs.

It is only wiser and even strategic to engage with the future employees. One of the ways companies could undertake this is by using existing social channels to create more personalized connections between their organization, brand and the followers. The other and the most powerful way is to own a social ecosystem and nurture it. This way companies can eliminate their dependency on third party social platforms and follow their own rules to manage their special social ecosystem. Does this sound like a dream?

Why social recruiting is important

"The resume is set to go the way of the dinosaur" for two reasons. For one it's a static document that becomes stale quickly. Secondly, resumes are not always the best indicator of matching talent with needed skills.”
- about.com

Social recruiting is the new normal. More and more companies are turning to social recruiting as a core strategy. There are a number of reasons why this method is gaining traction.

  • It is important for the brand. Job seekers evaluate companies just as people evaluate consumer brands. Having a credible social presence that is active and engaging brings trust to the organization.

  • There are generational expectations. For younger workers who have been raised in a digital world, it is but natural to expect social interactions in nearly every facet of their lives. Looking for a new job certainly falls under this category.

  • There are more passive job seekers than one is aware of. It is not always possible for companies to have ample numbers of applicants for vacant positions. Identifying candidates and reaching out to them in the social space is an unavoidable requirement to find the best employees.

  • Goodwill goes a long way. Even if a potential candidate chooses to not become an applicant, the company has had the opportunity to gain attention and win goodwill by engaging in a mutual conversation. In the long run, it is goodwill that spreads from the person to his/her professional networks as well.

Shifts from traditional to digital and social media

Today, scanning the vacant job positions in classified columns in newspapers or hunting jobs in career portals are not the ways in which most skilled employees aspire to find jobs. They are part of the digital environment; with relationships, connections and access to information in a matter of few clicks. Job aspirants prefer to find and apply for jobs instantly within fractions of seconds. Nobody wants to fill up elaborate application forms. None of this was the case with the previous generation.

In this shifting scenario, companies cannot lag behind, rather become more proactive in finding the right people with the right skills by harnessing talent with social style. When the time is right, these social relationships are for more likely to turn into successful applications and potential employees. This is good for employer branding, employee relations and also for the recruiting teams as they will at least have amassed a qualified talent pipeline.

Using contextual search technology to explore social spaces

Contextual intelligence technology backs Spire’s social talent sourcing tool - TalentVista™ which can be used to locate, attract and engage with both active and passive job seekers from not only social sites, but also the entire web. It helps companies to create and maintain an active talent bank. When employment opportunities are available, companies are able to tap into the warm and cordial relationships which the recruiters engage with using the TalentVista™ interface.

Spire’s contextual intelligence technology gives 95% accuracy in contextual search. This search builds richer profiles of candidates by scouring the entire internet like a domain expert. It gives in-depth skills insights and personality dispositions of potential candidates. Companies can use advanced social talent analytics to locate candidates as per their wish lists, attract them into their own customized social ecosystem, engage and initiate conversations and nurture the professional relationships.

Social sourcing can act as a significant support system for the talent acquisition process.

Are you there yet?