Marcy has joined an IT recruitment consultancy and this is her third job. Marcy has a high aptitude in social media and an academic background in Media & Communications. Marcy has been connecting with many relevant professionals in her social networks and keeps conversations alive by discussing industry news, career growth and events.
One fine day, her Manager informs her that a client is in dire need to recruit a Senior Product Architect. Marcy does not fret! She simply checks her network of candidates and contacts the appropriately qualified ones while proposing the new job opening. Few candidates respond and within a week her consultancy’s client shortlists, interviews and chooses the most suitable candidate. They have found their Senior Product Architect!
Marcy leveraged the social media as an extension of her professional aptitude. With the help of her existing engagement with professionals, she was able to meet the client’s need in a short time.
Personalized connections are stronger and make a conversation more reliable and trustworthy. Marcy understands this. Companies could too and do this in a bigger way.
Every day millions of people use Twitter, LinkedIn, Facebook, Pinterest, Instagram to connect with others. Inadvertently, these social platforms are also the largest available talent resources. People also write blogs, hang out in Q&A Forums, express opinions and create videos on YouTube - leaving behind digital footprints. A well-written blogger might be a candidate for a Digital Content Writer. A well-answered question in a Technology Forum might be considered as input for a company’s Enterprise Product.
iring Managers are marketing and engaging in popularizing brand and attracting target audience – their future employees. Have you noticed how unknown people with recruitment backgrounds try to connect and socialize with you in your networks? And share job opportunities occasionally? However, there are two serious limitations here.
1) Companies have to abide by the rules of the social media platforms and operate only within those limits.
2) The internet is filled with data in all types of formats. Candidate data is distributed all over randomly. How does one fish out relevant candidates?
While it seems very easy to leverage social media sites and the rest of the internet to source talent, the truth is that there is a lack of right technologies to discern all of the data out there and give it ‘context’.
What kind of technology will be employed to collect and process the data? What is an organization going to do after collecting all the data? Is it easy for companies to integrate the data with their existing ATS systems to shortlist the right candidates? These are the real questions which companies need to answer before assuming that they could leverage social media very easily.
Data on the internet is extremely random as we know it. Candidate data is all over. There are word documents, ppts, pdfs. Digital footprints could be tweets, posts, blogs, video or audio files. How does one sort through these formats in the first place, and then make sense out of it?
Contextual Intelligence technology is the answer. It has the capability to make sense from any type and format of data. The technology works by ‘contextualizing’ data first, i.e., identifying the meaning of words and their relationships the way a human recruiter would comprehend candidate data when surfing the internet. It simplifies the entire process of collecting the right data contextually.
Companies can create their own social ecosystems by using a contextual intelligence platform. It gives freedom to design and calibrate the social system as per a company’s own rules and preferences when compared to a typical social media platform. Recruiters can begin engaging with relevant candidates who have been sourced from the entire web!
1) Build a cloud-hosted social talent ecosystem as per a company’s own preferences and business rules. The interface could be accessed from any device as well making it the friendliest for potential candidates to engage with.
2) Get only the best and relevant talent. This becomes easy since contextual technology scours the entire internet and fishes out only the most relevant candidate data in an intelligent manner.
3) The contextual platform gives in-depth metrics such as Engagement Index and Richness Index, which help HR professionals to assess their engagement levels and richness of candidate profiles for particular job openings.
4) Engage with potential candidates in social style and get them acclimatized to company outlook, brand and values.
5) Build a potential talent bank of qualified candidates which could be accessed for on-demand hiring.
6) With a ready pipeline of candidates, time-to-hire can be drastically reduced.
7) Build employer brand and goodwill. Spread the word!
8) Reduce placement agency costs
By developing meaningful relationships with passive and active job seekers in the pre-application phase, recruiters get an edge over competitors. No more last minute hiring, no more compromises or biases.