The Bold Faced Blog™

September 17, 2013

Better, Faster Recruiting through Social Media

Posted 5 years 156 days ago by Nicole Kyner

According to a recent article in Talent Management magazine, social recruiting is a coming trend and one that is very much underused right now. “Social recruiting” means the use of social data available in various places across the web for finding, assessing and recruiting great candidates.

A Jobvite survey in 2012 found that:

  • More than 90% of employers used social recruiting in 2012.
  • 2/3 of companies now recruit via Facebook and more than half use Twitter. Almost all use LinkedIn.
  • 43% of respondents feel the quality of applicants has improved thanks to social media.
  • 20% say it takes less time to hire using social recruiting.


Dave Mendoza, a global talent acquisition strategies consultant is an expert in the use of social data for recruiting and he thinks that, for most firms, social data is not being coherently used. “It’s more of a tinkering,” he says. “For the most part what you’re seeing when we’re talking about social recruiting is someone accessing a LinkedIn account.”

Most recruiters, Dave argues, are looking in the same places in the same way because they haven’t really seen the power of social data at work. “The things people are missing are the not-so-obvious areas of someone's social profile,” he says. “For example, who they are connected to, who their fellow colleagues are at what employers.” 

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While technologies are being developed that will help larger firms crunch through huge amounts of data, Dave highlights some more low-tech approaches to social data that recruiters and employers could be putting to use right now:

  1.  Analyze the social data of the employees you have right now – seeing how long it takes on average from graduation to reach a certain point in management, or how long people with particular skill sets typically stay with the company gives you the basis for some predictive analysis when it comes to reviewing potential employees.
  2. Take a look at current employees’ history – “If companies spend more time looking at their current employees, at their last two employers and job titles, they can predict and achieve a credible amount of data to make smarter decisions about where to hire and make it faster.”
  3. Take a look at who people are connected to by plugging employee names into social searches. You can see who former team members and employers were. “Guilty by association can be a positive thing when you're looking for hires.”
  4. Keep social URLs as a standard part of your data record. With lots of churn in the workforce, having a personal link may well extend the life of your information when a potential hire moves on from a job and changes their work number and email.

 It’s certainly a fascinating change to the recruitment landscape. How do you think the growth in social data will affect the way that candidates are recruited? Are you already seeing its effects? Let us know in the comments.

Tags: social recruiting

Categories: categoryRecruitment

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