Using Social Sourcing as a Talent Acquisition Strategy
As talent acquisition is becoming more challenging, companies have the need to embrace new strategies in order to reach out to candidates. Social sourcing is one of the most common techniques to promote job ads and make sure they’ll be seen by the right people.
Jobcast released a study where they show that currently, 94% of organisations are using social sourcing to find professionals and 73% of those have hired at least one employee through these social media channels. Additionally, the fact that 14.4 Million candidates have used social media networks to look for jobs, demonstrates that social sourcing is an effective recruiting process and it should be adopted as a very important strategy in order to hire and achieve business goals.
According to Brendan Hennessy, Principal Contract Recruitment Consultant for Senior Software Engineering Placements at Stelfox, candidates look to align themselves with brands and companies in which they have a personal association or relationship to. ‘’The use of social media and the high level of engagement and interaction that can be had from social selling has proved very successful for both Stelfox and a number of our clients who we consult with’’, states Brendan about the benefits of using Social Sourcing.
Why Should You Use Social Sourcing?
There are 5 benefits that we believe social sourcing can definitely offer and if taken into consideration, you’ll see how your talent acquisition strategy will continuously improve.
1. Impactpool forecasted that by 2025, 75% of the workforce will be millennials. This means that the young generation of today- that uses social media channels every day – will be the working force of the future. By always accessing these networks for almost everything (chatting, buying, listening to music etc), in the coming years they’ll use them for sourcing for jobs too, given their familiarity with all of them.
2. Facebook, Twitter and LinkedIn have high percentages of active job seekers. This is happening now. Candidates know where to look and they’ll go back to the social platforms that offer them the best solutions. These 3 understand the meaning of social sourcing and are currently offering job ad solutions, adaptable to the audience you want to target.
3. Jobcast showed that job posts have 36% more applications when they have a recruiting video included. Social media channels are interactive, fast and fun. By scrolling down our feed, we’re expecting images, videos and posts that will engage us. Video job ads are becoming more popular, as they allow consultants to directly talk to candidates and persuade them to apply.
4. Approximately 60% to 80% of job seekers search for jobs on their mobile phones. And what do they all have in common? Probably the majority of them has social media apps like Facebook, Twitter and LinkedIn installed on their phones and use them quite often during the day. Once again, by using social sourcing you’re making sure your ads will be seen at the right time for the right person – especially when they’re using their mobile phones.
5. Social sourcing increases employer brand awareness and engages employees. Social media channels are being used by almost every brand to engage with users and clients. They establish a conversation with your audience and create a story behind the organisation/brand. Job seekers are said to engage more with organisations that are transparent about their operations and that share the day to day business on a constant basis.
Social sourcing is here to stay and it will bring a lot of advantages for the companies that decide to adopt this technique. Recruiters and Hiring Managers will benefit if they embrace this new type of sourcing, as they’ll have access to an extensive list of job seekers.