Another day at work! Michael Smith, a recruiter drafts a well-defined job description related a new vacant position and posts it in his company’s profile pages in popular professional and social sites such as LinkedIn, Twitter and Facebook. Michael anticipates to get responses from extremely talented passive/active job seekers for the open position which came up a day ago. He is waiting for social media to do all the magic and attract the most perfectly matching candidates whom he could interview. Is this how the cookie crumbles?
Sorry friend, that’s absolutely not the way.
84% of organizations are now recruiting on social media; only 56% companies were hiring on social media in 2011
- SHRM study, 2016
Yes, everybody is eager to source talent from the social media. After all, it must be very easy than conventional methods because the outreach is casual and everybody these days, including passive and active job seekers hangs out in social spaces?
Is it easy to integrate candidate social data with a company’s Application Tracking System? This is just one of the big questions that companies have to answer before jumping blindly on the bandwagon.
Imagine a scenario where you are engaging with random candidates on social platforms looking for the right match. The main questions are -
1) Who is suitable for the open job position/s?
2) How do you judge who fits?
3) Is the candidate willing to join the company?
You would say the long years of experience and the skills portfolio are good enough qualifiers to shortlist candidates for interviewing. You might also trust your gut-feel when selecting candidates.
The truth is that finding right-fit talent doesn’t happen by chance or sheer luck even when recruiting through social sites. One needs to create and strengthen a niche pool of hand-picked talent and consistently engage with them in the social spaces. But wait a minute, you are still operating within the limited framework of these sites.
1) You might want to intimate a well-qualified candidate regarding a job opening but what if the candidate hasn’t accepted your connection request?
2) You cannot always capture the attention of prospective job seekers with 140 characters.
3) A prospective job seeker’s privacy setting might not let your contact him/her beyond a point on Facebook.
4) What about geographic limitations and security firewalls in different countries which might avoid you from contacting a desired candidate?
Have you figured out that one common prevalent problem in sourcing talent from social spaces? It is the absence of exclusivity to contact and converse personally with prospective job seekers whenever a recruiter wishes to and at any given point in time. And don’t forget, professional networking and social sites are also used by competitors. So you might easily miss out on the right candidates.
spend extra money to stretch their interaction with job seekers in social spaces by embarking on aggressive hiring campaigns or branding activities to grab attention.
Instead, what if companies spent money to build and run their own social network site? A company would get a social talent ecosystem driven by a next-generation agile technology platform which first and foremost breaks down any type of candidate data from the internet and from any source in real-time; and unearths valuable insights for recruiting decisions. The platform could be used strategically by HR teams to connect and engage with future job seekers. It could be used to create a talent marketplace where job seekers and professionals converge for discussions and exchange of ideas.
The Spire contextual platform lets companies do just that! The advantages of having your own social ecosystem are many, few of which are enumerated below.
79% job seekers use social media in their job search.
This figure increases to 86% for younger job seekers who are in the first 10 years of their careers.
Spire’s powerful Contextual Search & Match feature searches, sorts and validates profiles of relevant candidates from the entire internet, including social media sites. These candidates are attracted into the contextual talent social ecosystem where recruiters get to converse with them. Recruiters get comprehensive skills analytics which rank candidates on the basis of merit. A bank of rich resumes builds up and over time this pool can work wonders, especially in meeting the demands of a sudden hiring situation. Time-to-hire can be significantly reduced saving valuable recruiter effort.
The contextual social platform builds richer profiles of candidates by analyzing all of their social footprint data which lets companies validate candidates and learn more about their disposition and manners. By building richer candidate profiles, it becomes possible to source and choose relevant candidates even more precisely.
A strong employer reputation can woo passive candidates: 84% of survey participants would consider leaving their current company if another company with an excellent reputation offered them a job.
With the Spire contextual talent social platform, recruiters are no more limited to the frameworks and rules of third party social media sites. They get all the exclusive space and options they need, to enhance communication and engagement with potential job seekers. What’s more, candidates get career guidance and advice; or could get invited to company’s events and learn more. Employer branding comes free with a contextual social ecosystem.
The Spire contextual platform is a next-generation, cloud-hosted, agile technology interface which could be accessed from any device, any place and any time. We all know that most job seekers are hooked on their smart phones and working professionals are becoming more and more mobile. However, decisions on the run cannot be made without dependable data. Contextual analytics empowers professionals with evidence-based data analytics for faster and accurate decision making.
83% of professionals say a negative interview
experience can change their mind about a role.
With a contextual talent platform, candidates no more have to fill up elaborate job application forms or struggle to get the phone numbers of HR employees of companies when aspiring to apply for jobs or following up on interviews. Recruiters can omit several cumbersome operational processes involving candidate screening and paperwork. The opportunity to converse personally in an informal environment builds congenial relationships instantly between recruiters and job seekers. Recruiters get to convert passive job seekers into active applicants and this positivity reflects in the organization.
Candidates get to become comfortable in a social style environment to learn more about a company and the luxury of recruiters reaching out to them whenever job openings arise.
Redefine your social strategy and leverage it for sourcing talent and connecting with target audience by creating an interactive talent marketplace of your own.