Social Recruiting

Mobile, Mobile, Mobile


This year’s SHRM conference in Chicago included a great deal of talk around social media and mobile. In fact, social and mobile dominated many of the sessions, with company’s eager to discover how to attract everyone from passive candidates to interns using mobile technology. As the Community Manager for InternMatch, I was familiar with most of the tactics: Get on Facebook! Get on LinkedIn!, however, there were a few surprises and here’s what I learned:

Smart recruiting begins with a smartphone mobile strategy. An impressive 32% of jobseekers have applied for a job on a mobile device and that number is increasing, including among college students and recent grads. Your job site must be highly optimized. Jobseekers need to be able to access information efficiently and quickly, with minimum clicks to your careers page. With more than 72% of job seekers open to receiving information via their smartphones and tablets, a highly effective mobile strategy should be multi-tiered with automated job alerts, SMS campaigns, and hiring and event registration.

If you build it they will come.  With the big push in mobile and social technology, companies are looking for alternative ways to begin building a pipeline of applicants. With more companies directing recruitment spend toward micro-sites and social networking, it’s important to begin developing this pool of talent early on. Creating a talent community of prospective candidates helps to fill your recruitment pipeline with candidates that can be easily targeted as future roles in your company open up. The most effective way to do this is to make it easy for candidates to join your community by:

* Allowing potential candidates to opt-in to receive email, newsletter, or SMS alerts about your company

*Building and maintaining industry-specific groups (i.e.: Women in Engineers, Tech Recruiters, etc…) across LinkedIn

*Distributing content and making it accessible across various social platforms like Facebook, Twitter, Tumblr, Google+, and Pinterest

*Pulling your HR Managers and recruiting team into the process by having them share content across their LinkedIn pages

Hire for the future. Something that stood out as interesting from the sessions on social was that passive candidates and currently employed jobseekers do not use job boards to find jobs. Many of them don’t even consider leaving a job unless they come across an exciting position via their network. Developing a mobile and social strategy to keep these candidates engaged and your company top-of-mind when they begin their search is crucial. Companies miss a staggering 60% of candidates by not investing in mobile and social recruiting.

Social and Mobile should also become a key strategy in succession planning. Is your company ready for the exodus of the Baby Boomers? Attracting Millennials and Generation Y includes hanging out in the places where they’re digesting the most information… online! Creating content about your company that’s highly viral and shareable is another key tactic in attracting this generation. Millennials want to work at the Googles and Facebooks of the world because they have heard about and seen how cool their company culture is because their in touch with Millennials as early as high school. And it’s not all about jobs! Both tech companies consistently share fun content like new product launches or the cool things their employees are doing in different offices around the world.

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Nathan Parcells

Nathan Parcells is VP of Marketing and co-founder of Looksharp. He has spent the past decade helping students launch their career, researching best practices for hiring millennials (including running Looksharp's annual "State of College Hiring") and sharing these insights with employers. Nathan's work has been featured in Forbes, TechCrunch, Business Insider and more. Outside of work, Nathan is an avid rock climber, back packer and Bob Dylan fan.