Did you know that more than 3 billion people use social media? That’s 40% of the world’s population! A stat like that is why more talent acquisition teams are looking to social recruiting to try to reach candidates.
While we know active and passive candidates are using social media, there’s so much we still need to learn about how to attract and engage talent effectively on Facebook, Twitter, Instagram, Snapchat, etc.
The Social Recruiting Strategies Conference (#SRSC) is held twice a year to offer fresh ideas from practitioners who are a bit ahead of the pack in using social media. I had the opportunity to attend my first #SRSC last week in San Francisco. What I learned is that no one has social recruiting completely figured out, and I found that comforting.
In HR and TA there always seems to be a new strategy, a new technology or a new channel that suddenly becomes a buzzword, and we’re still trying to understand what it means to us when the next buzzword comes along. (At Rally, we like to break down buzzwords, so here’s our explanation of social recruiting for beginners.)
The fact that 3 billion people are using social media is a good enough reason for talent acquisition leaders to put more resources towards figuring out social recruiting. I often hear members of the Rally community say they started their Recruitment Marketing career by becoming responsible for sharing their company’s careers content and job opportunities through social. A question I always ask is:
Do you have dedicated social channels for careers, or are you sharing careers content on your company’s corporate channels?
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