skip to Main Content
  • Blog

LinkedIn, Facebook, Twitter…oh my! Social media has opened the door to many candidate search options, but where do you begin?

Get LinkedIn: One case study

Volt Workforce Solutions regularly fills requests for employees with uncommon qualifications. And, it often turns to social media to get the job done. For example, a white paper released by Volt, cites the following:

A manufacturer of automated environmental control devices asked Volt to find a candidate for a hard-to-fill project management position. The client needed one project manager to oversee both the design of the software for a new electronic device, as well as the fabrication of the plastic casing that would house the electronics.

Volt’s technical recruiter had no candidates with the dual-discipline qualifications requested by the client, so he began using x-ray searches (precise site searches through major search engines) of LinkedIn with job-specific keywords to find potential candidates. After discovering a few specialists with the necessary experience, those names were cross-referenced with the recruiter’s existing professional network, including connections made through tech-related social network groups catering to project management, manufacturing, and local job seekers. He found several people who were connected to the specialists he wanted to reach, and these contacts introduced him to the potential candidates directly.

One of the project managers he found through this process had experience with both software and manufacturing projects, and impressed the client through a series of consistent interviews. The client quickly hired him and reported excellent results.

Focus on Facebook

While actively seeking candidates will always be part of the hiring process, what if you could get a pool of talented people come to you? According to Career Builder’s 2012 Candidate Behavior Study, 35 percent of workers begin to prepare for their next job within weeks of starting a new one. Why? Kassandra Barnes, a content and research manager at CareerBuilder, says it’s because “the job search process never really shuts off.”

So, how can you capture this group so you are ready when the next job opening lands on your desk? First, you need to have a well-developed business profile on Facebook that accurately communicates your company’s brand and culture. Some companies even set up specific Facebook Career Pages. By properly using Facebook, you will have a better chance of attracting candidates who fit your company’s culture.

Tweet on Twitter

You can also use your company’s Twitter account to recruit employment candidates. Keep tweets simple, but clear. For example, “Executive chef needed for upscale Dallas franchise” is to the point. You can then add a shortened URL to the end of the tweet where interested candidates can reply.

Next, add hashtags (#) before important keywords. In the case of this executive chef job: #Dallas and #executivechef might be good choices. Hashtags increase visibility.

You can also tweet job openings as they happen. One of the big advantages to recruiting on Twitter is that your openings are immediately visible to a large number of candidates, and you are likely to get multiple responses quickly. You can also ask employees to retweet candidate recruitment posts from their own Twitter accounts to increase exposure even more.

Back To Top