In this era of electronic recruitment, the focus of recruiting talent is increasingly shifting from online job boards to social media. In fact, considering the 2011 global active user statistics, the adoption of social media as a “talent pool” is an obvious and necessary choice for recruiters.

How do recruiters use social networking sites as talent pools?

In recent years, recruiters’ interest in social media has increased dramatically.

In a 2011 global survey of HR professionals conducted by StepStone Solutions, it was found that over 96% of recruiters believed that social media has a role to play in recruiting because it is one of the best ways to reach employees. potentials around the world and create new talent pools. , especially for high-demand skills like mobile app developers or managers with emerging market experience. And more than 82% of the candidates responded positively to the contact through Facebook, Twitter and Linkedin.

Therefore, social networking sites have a huge network of recruiters and job seekers looking to connect with each other online.

What role do social networks play in the recruitment process?

A 2010 Vault.com survey of 150 companies and 3,500 job candidates revealed that while 93% of employers didn’t care what people did outside of work, nearly two-thirds of them looked at the profile of the social networks of the candidates during the recruitment process. Nearly 28% of companies confirmed that they use social media to “verify” candidates.

In recent years, many recruiters have begun to leverage social networking sites like LinkedIn, Facebook, and Twitter in creative ways to scout for talent and build relationships with fans who may one day be candidates. LinkedIn is known to be the most popular professional networking site and has proven to be a great resource for recruiters.

According to Jobvite’s survey of US recruiting and human resources professionals, social media has played an important role in the recruiting processes of various companies. The number of companies using social networking sites for recruitment has increased from 68% in 2009 to 80% in 2011. And the number continues to grow. From 2010 to 2011, companies that have successfully recruited through a social network have increased from 58% to 64%.

Naturally, these numbers will continue to increase during 2012 and beyond. What remains uncertain is to what extent social networks can be transformed from a connection tool to a recruiting tool…

Why do companies need a new social media recruiting strategy?

Considering the large number of active users, it has become more and more difficult for recruiters to select the right candidates. In fact, it is difficult to choose the “most interested” or the “best fit”. However, several recruiting apps have been developed to specifically improve recruiting on Facebook and LinkedIn.

Many of these recruiting apps not only help “recruiters find the right candidates” but also allow “job seekers to apply for the right job.” In this way, companies can identify the ideal talent for their jobs more quickly and efficiently.

To better utilize these resources like Facebook and LinkedIn, many companies are developing new recruiting strategies on social media. In fact, many companies are now employing a social media recruiting expert on their HR board to maximize the use of such opportunities.

Beware of the new applications for recruitment on social networks!

In light of evolving recruiting trends, it is prudent for both “recruiters” and “job seekers” to use recruiting apps:

  • LinkedIn Apply: LinkedIn, the #1 professional network, is actually leading the charge with its “Apply with LinkedIn.” The new LinkedIn Apply is now the standard for almost every ATS, from Taleo to BrassRing.
  • dip in the pool: Pooldip is a new emerging job application on Facebook that allows users to create professional Facebook profiles to connect effectively with recruiters. Pooldip’s executive board is made up of tenured HR professionals. It is an ideal complement to the LinkedIn profile. Pooldip provides quick connections between company recruiters and interested job seekers.
  • mobile work applications– Innovative companies like Pepsi are creating mobile apps to connect with their talent pools. This is an efficient means of taking recruiting from laptop to handheld, in essence recruiting on the go.

What are the 2012 hiring trends like?

  • Companies will embrace social media recruiting and are likely to spend more time on social networking sites like LinkedIn and Facebook for recruiting activities, including identifying, selecting, and connecting with candidates.
  • Companies may consider increasing budgets for social recruiting and develop new strategies to better utilize social recruiting apps.
  • Recruitment departments can employ social media users to fully screen candidates on social networking sites and it would play an important role in the recruitment process.
  • Job interviews are likely to be preceded by online interactions through a social networking site. The method of communication during the recruitment process may change from calls and emails to instant messages/chats on social sites.
  • While social media will continue to increase its role in recruiting, more traditional offline career events may lose importance as recruiting methods. Also, offline events can be replaced by similar online events, group chats, or conferences on social media.
  • Job seekers may need to create online resumes through Facebook apps, as well as CV websites and online portfolios. Candidates will submit their resumes through professional profiles on Facebook and LinkedIn.
  • App developers will continue to create basic social contracting applications to improve e-contracting. There are likely to be more one-click recruiting apps and social media may present more professional job boards.
  • With the emerging variety of Facebook recruiting apps, Facebook may become a strong competitor to a professional network like LinkedIn.
  • Along with recruiting apps on social networking sites, more networks like Google+ can attract recruiters and job seekers, as well as developers to facilitate talent recruitment.
  • Companies can encourage candidates to apply through social recruiting apps so they can quickly complete social media background checks before consideration.

Social media will undoubtedly continue to play a vital role in recruitment processes in 2012 and beyond.