Online recruiting is fast catching up the attention of the recruiters of almost all the companies, whether big, small or medium. What was just a buzzword, a few years back has now become a trend for companies to hire and connect with the right...
Online recruiting is fast catching up the attention of the recruiters of almost all the companies, whether big, small or medium. What was just a buzzword, a few years back has now become a trend for companies to hire and connect with the right candidates
Recruiting online is all about finding the best candidates and forging meaningful connections with them. And social media has become the best platform to interact and share ideas with each other. It is estimated that an average user has more than 5 social media accounts, wherein people easily share and express their ideas online and even make new connections.
With social media sites including LinkedIn, Facebook and Twitter leading the trend for social networking, HR managers are exploring great opportunities to connect with the candidates, which otherwise would have been impossible using conventional sources. Though most organizations are leveraging social media to hire potential candidates, however, still some companies struggle to recruit via online sources. In this article, we will present a few tips that can help get the right candidates for your company, apart from the benefits that you can accrue with social media hiring.
Key tips to connect with the right candidates
There are no defined specifics for proceeding to hire via social media, though every company should develop its own social media recruiting strategy. Here are the few tips that help to connect with the right candidate:
Key tips to connect with the right candidates
Be proactive and send the right message: The main crux of recruiting on social media is to connect with the right people with the right message. You need to be active on various LinkedIn groups and post the job openings that can reach the right candidates. For instance, you can use keywords like #javajobs or #HYDhiring on Twitter to help connect with the Java developers, who are actively looking for jobs in Hyderabad.
Don’t be too informal: Instead of using a formal language to reach out to the potential candidates, be informal and friendly to promote your culture. It’s not just about posting the jobs from your company account. You should also share information highlighting your company’s achievements and also promote your company’s brand, culture and work environment to generate a good impression in the minds of the potential hires. People love to work in companies that value employees and hence this type of content garner maximum likes and shares.
Try to reach out to niche networks and forums: Another way of connecting to potential candidates is through niche forums such as GitHub and StackOverflow or even sites like Quora. These sites provide a rich pool of talented resources from where you can connect and choose the right candidate.
Make every employee part of your hiring process: This is a great idea, wherein you can share the job postings with your employees. As most of them are active on Facebook and Linkedin, it could help your fellow employees to connect with their friends and peers, thereby generating a positive social media presence. In fact, make every employee your company’s brand ambassador to help them get the right hires.
Make the best use of LinkedIn: Among all the social media networks, LinkedIn serves as the best place to get the potential candidates. Almost everyone with a strong career has a profile on LinkedIn, which is the world’s largest professional network. In order to let your page show up on LinkedIn, you need to fill in all the information of your brand without leaving even the minutest details. This way, candidates can search your page, view your openings and get a snapshot of your organization. When looking for potential hires, look for candidates with the combination of talent and passion. Reach out to candidates, who are passionate about their jobs.
Benefits of social media hiring
Track the complete history of the candidate: On LinkedIn or even on Facebook, you can get the complete snapshot of a candidate’s professional and academic profile, without even viewing his/her resume. This helps to easily assess whether he/she is the right fit for your organization or not.
Get the right cultural fit: Social media is not just about tracking the professional history of a candidate, but also helps you evaluate whether the potential hire is a right cultural fit in your organization or not. You can understand the hobbies and the overall personality of the candidate to judge whether he/she has the right attitude and can adjust in your work environment.
Filter out unsuitable candidates: Based on the behavior of the candidate on social media in terms of sharing the content, you can even filter the best candidates out of the worst.
Save money: The biggest takeaway of social media hiring is it’s absolutely free, unlike traditional recruiting platforms, where you need to spend a huge amount to post a single job opening.
Benefits of social media hiring
The bottom line is what works for your organization may not be relevant to another organization. The secret of success is to have a strong social media recruiting strategy that is tailor-made to the requirements of your company and the jobs you are hiring for. This way, you can build your brand in the market, hire the right candidates and also ensure they stick to your organization for a longer time.
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Hiring scenario in 2019 is very different than it was 10 years ago. Recruiting style, patterns and process have changed over a period of time. In this era of unemployment and changing needs of the job market finding the right candidate for a position is a real challenge for the recruiter. Hiring has changed tremendously because of the candidate’s expectations and the company’s policies.
Recruiting these days is not limited only to posting about job vacancy and getting candidates onboard for the interview process. Recruiters are struggling to hire a bright candidate for their client/organization. Here are some of the biggest hiring challenges faced by recruiters according to experts.
Shortage of talent – Even though there are plenty of applicants for a position, they lack in skills and talent demanded by the job. Recruiters receive 100+ applications for 2 to 3 open positions they have. Many candidates apply without a proper understanding of the job description. Recruiters have a specific list of key skills, an experience they look for in a candidate. They want to hire the best talent for their client and this is one of the biggest challenge faced by the recruiters.
Multiple offers for a candidate – As stated above, finding a talented candidate is becoming a never-ending task for recruiters. After finalizing the right candidate, the next challenge recruiters have to face is to get that candidate onboard. These talented candidates already have multiple offers in their hands, they just have to choose the right company for them. This is the trickiest situation for recruiters as the candidate may take time to decide on which offer to accept. This again leads to a longer hiring process.
Slow Hiring Process – Recruiter has to draft the ideal job description, search the right candidate, screen the applications received and evaluate them for final interview call. Recruitment is a long process, it takes time and energy. Often there is a lack of coordination between recruiters and clients/organization, they spend their valuable time and energy in the wrong direction. Recruiters process the candidate for further discussion but management take time to make decisions. This slow hiring process loses a potential candidate.
Finding Correct Job Portal – Job portals are not limited to the candidates, recruiters also rely on them. Many recruiters often complain about not finding the right job portal for their vacant positions. For instance, if they are hiring for IT industry, they have to post it on a job portal which has all other industries listed. But, now recruiters don’t have to face these challenge anymore because TapResume is India’s one and only, an exclusive technology job portal for candidates and recruiters. TapResume has 250+ technology domains and a highly-active resume database where the recruiter can find skilled IT workforce.
Recruitment is changing rapidly in this competitive job market and the only option to overcome these challenges is to adopt new technologies like digital platforms, make a good strategy for recruitment and create a good hiring structure.