Recession Recovery and What it Means to Social Recruiting
Posted: Sun Jan 19, 2025 9:52 am
Hiring has been gradually gathering steam since the end of the recession, and is expected to increase further in 2015 with higher budgets and larger hiring volumes being reported across industries. More than two-thirds of recruiters expect increased hiring competition in 2015 and as a result, nearly three-quarters plan to invest more in social recruiting in the upcoming year, according to the 2014 Social Recruiting Survey by Jobvite.
Coming up with a strategy for competing effectively for talent requires knowing about the latest relevant talent pool data, such as where your target hires are geographically located, which social media sites they participate in, and how to tailor messages to inspire interest in available jobs. Social media is vast, and becoming more so, and your brand can't be everywhere all at once. Your social recruiting strategy starts with researching your target audience, and becoming active on the same social channels they are.
An Emerging Top Source of Quality Hires
Over only the past four years, social professional networks have become a top source for finding outstanding job candidates. These highly targeted sources, when used with skill backed by a smart strategy, can streamline hiring and help ukraine phone number library companies make wiser hiring decisions. General social media (like Facebook) and professional social networks (like LinkedIn) have become preferred channels for sourcing talent, with 47% of hiring managers and recruiters turning to general social channels in their search for job candidates, and even more turning to professional social networks. These numbers make it clear that recruiting leaders must ensure their teams have up-to-date skills and strategies on social recruiting.
The Increasing Importance of Passive Job Candidate
Along with the prominence of social media has risen the prominence of the passive job candidate - someone who is employed, but might be tempted away by the right opportunity. Up to an astonishing 85% of the workforce could be considered as "passive job candidates," and 46% to 61% of companies take some action toward recruiting passive candidates. Social recruiting and passive candidate sourcing go hand in hand, because passive job candidates spend time on social media sites just like everyone else. If you provide a steady stream of fresh brand content that includes the occasional career opportunity, those opportunities will reach any passive candidates that have shown interest in your brand, by liking it on Facebook, for example.
Coming up with a strategy for competing effectively for talent requires knowing about the latest relevant talent pool data, such as where your target hires are geographically located, which social media sites they participate in, and how to tailor messages to inspire interest in available jobs. Social media is vast, and becoming more so, and your brand can't be everywhere all at once. Your social recruiting strategy starts with researching your target audience, and becoming active on the same social channels they are.
An Emerging Top Source of Quality Hires
Over only the past four years, social professional networks have become a top source for finding outstanding job candidates. These highly targeted sources, when used with skill backed by a smart strategy, can streamline hiring and help ukraine phone number library companies make wiser hiring decisions. General social media (like Facebook) and professional social networks (like LinkedIn) have become preferred channels for sourcing talent, with 47% of hiring managers and recruiters turning to general social channels in their search for job candidates, and even more turning to professional social networks. These numbers make it clear that recruiting leaders must ensure their teams have up-to-date skills and strategies on social recruiting.
The Increasing Importance of Passive Job Candidate
Along with the prominence of social media has risen the prominence of the passive job candidate - someone who is employed, but might be tempted away by the right opportunity. Up to an astonishing 85% of the workforce could be considered as "passive job candidates," and 46% to 61% of companies take some action toward recruiting passive candidates. Social recruiting and passive candidate sourcing go hand in hand, because passive job candidates spend time on social media sites just like everyone else. If you provide a steady stream of fresh brand content that includes the occasional career opportunity, those opportunities will reach any passive candidates that have shown interest in your brand, by liking it on Facebook, for example.