In the digital age, technology is the most powerful tool for recruiters to make connections and build relationships with potential candidates. Everyone and their dog are on any number of social media outlets, from Facebook and LinkedIn to Opportunity and StackOverflow. Being active on social media is a great way to cut through all the chatter and get in touch with the right people quickly and efficiently. By building connections online, it’s easy to identify great (and not-so-great) candidates and engage with them directly before they even apply.
When screening candidates, I use social media in these four major ways:
Pre-Screen Candidates
I use social media to pre-screen candidates before ever thinking about recruiting them. Human connection is such a big part of determining whether a candidate will be a good fit, and it’s hard to get that type of information from a resume. So many people look good “on paper” or “on-screen” as it is today, but there’s no way to know just based on how they present in type. Technology is wonderful, but it tells us very little about how someone may or may not fit into a firm’s culture. By doing research on a candidate’s social media, I can get a better feel of that candidate’s personality and determine whether they are worth pursuing for my client.
Engage Ideal Candidates
Social media is a great way to connect with passive candidates, who may not be currently looking but would be an excellent fit for future positions. I no longer have to wait until a resume lands in my inbox but can build a full picture of the candidate for any job and find a candidate that fits that picture. Since I identify talented, passionate, and dedicated individuals preemptively, and connect with them before they’re ready to make a move, I often become the first person good candidates look to when they begin their job search. Or, when reaching out, I find they are already looking, but maybe just started or are weighing their options.
Eliminate Candidates
I routinely weed out candidates based on bad behavior online. These days, it’s harder than ever to see what people are really up to, or to cover all your bases. With the standard Facebook, LinkedIn, and Twitter, it might seem like it’s an easy task to filter out poor candidates for a position. But now there is an option to make your profile private across all these platforms. When you get locked out, it can be frustrating.
Not to mention how many different platforms there are to take into account now. With Tumblr, reddit, and the controversial nature of online engagement, it’s important not only to be aware of photos of beer-bonging frat kids, but how they represent themselves online across platforms as well.
Who has the time or knowledge needed to filter through all of those sites and dig back in their history? I do. Part of my job is to help keep you from finding yourself in the middle of an embarrassing situation in three months because of a candidate’s questionable behavior online.
Potential candidates, take note. If you’re ready to make a move and are actively applying, make sure that all your social media profiles put your best foot forward.
Company Social Media
Lastly, social media can be used to bolster your brand and establish a recognizable presence online. Passive candidates are always on the internet, and even if they’re not actively looking now, we can position your business to be attractive to them when they decide to make a move.
Our hiring managers at GRN Mid-Cities are adept at online screening. We base interview decisions not only what we receive, but also on extensive online research. The investment in a candidate is important and we won’t ask you to spend your time on anyone that hasn’t passed our stringent screening process.
If you’re ready to hire, get in touch. We will ensure that you only interview the best of the best talent, and we ensure they’re a fit for your company before they even walk in the door. We find the right candidate for the position and bring them to you.