Social recruiting uses social media and networking sites to find potential job candidates, with employers using online profiles to determine work ethic and experience. There are no clear guidelines, but it involves networking to find candidates who fit organizational goals. Employers can build talent communities and post job announcements on social media.
Social recruiting is a relatively new method of finding potential job candidates using online social media and social networking sites. With the explosion of networking sites and online social tools in the early 21st century, employers and hiring managers are now benefiting from using social networking to find good employee candidates. Similarly, posts and profiles of applicants and current employees have become useful in determining character, work and personal ethic, as well as professional experience. Whether used for networking to locate candidates or as part of regular background check procedures, social recruiting involves every aspect of employee hiring, from screening and interviewing to references and ethics checks.
There are no clear rules, guidelines or criteria for social recruitment. In the simplest terms, social recruiting involves networking with professionals, personal contacts, and online communities to find prospective employees with the right skills, mindset, knowledge, and personality to help achieve organizational goals. Just as job seekers are advised to network to find job opportunities, employers are now networking through social media outlets to find candidates who are a good fit for current or future positions. Similarly, the principles of networking through social media convert to live social networking events such as meetings organized on social sites, events organized online and other new places.
In some cases, employers and recruiting agencies use social media to build talent communities, social networking communities for potential employees, based on a particular company, agency or industry. Instead of building a candidate pool with nothing but resumes, companies build talent communities through social recruiting efforts. Applicants apply for admission to an online talent community for a particular company, often learning about those communities through social media posts, advertisements, and virtual events. During the application process, candidates complete questionnaires, skills tests and other screening criteria and, upon acceptance, post additional information such as hobbies, interests, profile information and portfolio examples, rather than just a resume.
An example of social recruiting in action is fan or company pages on various social networking sites. Hiring managers can post announcements regarding open positions. Such posts are shared between fans or followers, sent via SMS, email or internal sharing options within the social networking site to those the fans think may be interested. Potential candidates see such messages, follow the links, and connect with hiring managers, frequently exchanging contact information, emailing resumes, or sharing links to pre-screening assessments. All of these social recruiting activities happen before the hiring manager and prospective employee meet face-to-face.
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