Recruiting Socially

Back in the Jurassic period when our Director, Jeremy, was a fresh face to recruitment and paper based advertising and job boards ruled the world he received hard copy CV’s from prospective candidates via the local postie and would spend happy times sifting through these daily deliveries and calling the best candidates to learn more about them and their suitably for the roles he had. These days with the growth of Social Media and Networking websites, the mechanisms for connecting with candidates have changed however the shortages of candidates remain as acute as ever.

“Just as during the .COM boom with its opening of online databases, many companies are now using Social Media to a much greater extent to find and engage with potential candidates. Over the past 4 years there has been a significant rise in the use of Social Networking and mobile technology by internal recruitment teams and HR professionals. As before we are hearing that certain companies no longer feel they need to use Recruitment agencies, as they are now able to use these tools to contact the candidates themselves. Typical of the rise of Social recruiting is LinkedIn – it dominates as a professional social media and networking platform with over 7 million of us in the UK now having a profile – allowing all users unprecedented opportunities to connect with a broad and active network.

However Social Recruiting is not the end of traditional recruiting.

We continue to see an increase in clients needing support with both their Permanent and Contract recruiting needs. With the social networking world growing in strength and reach it appears that recruitment consulting remains alive and well despite this apparent panacea.

The value we bring is in our broad range of candidate attraction strategies, allied to an understanding and in depth knowledge in the markets we work in including, SEO, PPC, Web Analytics, Web Design and Data Analytics. We are able to present clients with a selection of candidates that have been sourced and prepared and that are actively interested in their opportunities and conversely we offer candidates a route to the best opportunities in the market.

By using multiple candidate attraction routes we are not reliant on a market showing signs of distress. How many of us are tired of the endless stream of mass mail outs or inMails pestering us for irrelevant or only partially relevant opportunities. LinkedIn Fever is spreading!

By having a clear remit and a clear knowledge of the sector, agencies are able to hand pick the best of the active and passive candidates to ensure maximum client value and to minimise wasted time.

The social market is a large part of the jigsaw but is unlikely to supersede the value that actual human contact and expert selection can provide."

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