Page 29

Where social recruiting provides the twist for employers is that is provides a current and historical view into a users account. Oddly enough, not all users will approach their account from a strictly professional perspective until they are searching for a position. However, a prospective employer who is using LinkedIn to search for candidates can sort and filter based on skills and make notes about specific candidates at any given time. So while a candidate may not be looking today, their profile may have been viewed some 12 months ago by an employer. At that time, the recruiter may have noted specifically why their profile was not of interest, even though the user’s account may not reflect the negative content today. This isn’t news for recruiters utilizing LinkedIn but many users of LinkedIn remain clueless to this fact.

Many employers have a Facebook page and can place open jobs in the Marketplace section of Facebook, reference them on their Facebook page, and point the candidate back to their corporate jobs website. Employers use Twitter in the same way, by letting followers know about available positions. Users of Twitter can conduct key words searches. Employers can highlight key words in their posts by using a hash (#) tag. For example: Blytheco is currently looking for an experienced #MAS90/200 #Consultant in their Laguna Hills office, and then follow that with additional key words such as #recruiting #employment.

etc; (2) flow the candidate through the interview / hiring process; (3) track feedback / input during that process; (4) rank top candidates based on skills and feedback; (5) manage open positions and provide recruiting activity exposure to the hiring manager and Human Resources; (6) and much more. Technology and factors such as telecommuting have not only changed many aspects of employment, they have also changed the tools employers use to recruit. Due to distance, on-site interviews are not always feasible or cost effective. Today many employers utilize in-house web conference applications or free web-based applications such as Skype. Web conferencing allows both the employer and the candidate the opportunity to meet face-to-face when an on-site interview is not an option. Web-based skill testing is another tool that employers utilize to determine skill level and span a full range of assessment focuses. Some examples are: typing, accounting, customer service, Microsoft Office products, problem solving, project management, legal knowledge, etc. Employers also utilize personality assessments which point to behavioral tendencies of candidates, flagging employers on extremes and identifying potential areas for an employer to ”dig a bit deeper” during the interview process, and perhaps identify areas for potential development post hire, if an employment decision is made.

Technology and factors such as telecommuting have not only changed many aspects of employment, they have also changed the tools employers use to recruit. Today HRMS solutions can interface

Social recruiting allows employers to source candidates and communicate who the organization is (i.e. its brand and identity) early on in the process. In the same way a candidate can view an employer’s LinkedIn recruiting page, Facebook page and Twitter tweets to see if the content speaks to an organization, culture and environment they would want to be a part of prior to actually applying for a position. In using social recruiting, employers can tie into traditional job boards, corporate websites, etc. to allow them to connect the recruiting process to their HRMS solutions. During this phase a good recruiting solution can: (1) filter candidates based on skills, education, location,

into background check agencies, can generate offer letters, send thank you / no thank you letters and can move an individual from “candidate” status to “employee” status all with minimal effort. Technology has dramatically changed they way we source candidates and move them through the recruiting process. Social media is continuing to evolve and recruiting continues to evolve with it. One thing is certain – where there are people – business will continue to try to reach them, recruiters will continue to try to source them, and technology will continue to make it possible.

Donna Baeza, SPHR is Director, HR and HR Business Solutions for Blytheco, LLC, and has over 15 years of experience in HR management. She holds a BA in HR Management from AIU, an HRM certification from UCI and an SPHR through HRCI. Donna oversees Blytheco’s Human Resources and HRMS divisions.

bell•weth•er -noun: one who takes initiative or leadership

29

Bellwether - A Blytheco Magazine - Get Social  

When talking to leaders of small to medium-sized businesses, there seems to be a growing fear of becoming involved in social media in one wa...

Bellwether - A Blytheco Magazine - Get Social  

When talking to leaders of small to medium-sized businesses, there seems to be a growing fear of becoming involved in social media in one wa...