The law of probability states that there’s a very good chance you and those in your peer group are currently on a social media platform such as Facebook, Twitter, Google+ or LinkedIn. Some may be on each simultaneously. With these kind of odds, it’s also plausible you’ll find a growing number of job recruiters in the same channels looking to engage, interact and hire new employees. In fact, the annual Jobvite Social Recruiting Survey shows the majority of recruiters use social media channels as a way to support existing recruitment efforts.
Finding the Social Recruiters
- LinkedIn – 94%
- Facebook – 66%
- Twitter – 52%
- Google+ – 2%
Jobvite
Two-Way Channel
One of the most appealing things about interacting with recruiters via social channels is the opportunity to get involved in the associated community. This is a great way for job candidates to find blogs and articles about the industry, get a behind-the-scenes look into the day-to-day work life experience, connect with current and former employees, and form an idea of the personality behind a post or tweet. Beyond just being an avenue to share job listings, social channels are a way for a recruiter to see a potentially different side of candidates that goes beyond the surface of a resume, cover letter or interview.
How Recruiters Use Social Media
- Communication
- Research
- Screening
- Sharing
- Interaction
Presenting a Cohesive Picture
Different social channels often serve unique audiences, but it’s still important to provide a cohesive picture of who you are as an individual. Considering the three largest channels, LinkedIn is certainly the most professional but that doesn’t mean recruiters and employers aren’t also looking for the same level of professionalism in every social channel. Having incongruent profiles across multiple channels can send up a potential red flag for a recruiter. Beyond professionalism, a recruiter will also look for evidence of poor grammar, badmouthing current or former employers or co-workers, discriminatory comments, and inconsistencies about qualifications. Admittedly, it’s a lot to keep up with and an additional reason to make sure online profiles are consistent across all channels.
A Growing Recruiting Tool
In the not-so-distant past, many did not see Twitter as the best channel for recruitment but that could soon be changing. Earlier in the summer, Twitter announced it would no longer limit direct messages (DM) to 140 characters. Instead, DMs can include up to 10,000 characters. Another change makes it possible to send a DM to anyone on Twitter, no matter if you are a follower or not. For those who fear DM spam overload, this option can be limited by unchecking the “Receive Direct Messages from Anyone” in the privacy and security settings.
Continuing Evolution
In the end, the heart of recruiting remains about relationship building and working to find the best candidate for the right employer. Recruiting through social media channels is just one more tool for recruiters to accelerate the process and improve the quality and quantity of candidates involved.
As a top Kansas City recruiting firm since 1988, Austin Nichols Technical Search has served clients in a variety of fields and specializations. Austin Nichols specializes in direct hire and contract recruiting for all generations in manufacturing, construction, engineering, and technical positions.
