How to source for candidates on Twitter?

Not every high volume pipeline is the quality one, sometimes you get the most potent and active candidates from the most unexpected place.

A few years ago, candidate sourcing was all about posting the job advertisement, visiting job fairs and waiting for the applications on your company careers page, but the overall scenario has changed with the passage of time. The focus lies on identifying the exceptional candidates among the mediocre and average ones.

It becomes a bit easier to identify the more qualified and proactive candidates on the social networking sites and powerful search engines. Twitter is such a place. 250 million current users, growing by 500,000 new users each day followed by 350 million tweets, sound interesting. But is the platform relevant with professional terms?

The third-largest social networking site, Twitter helps you find a variety of candidates based on their locations and topics.

Recruiting by Twitter is identified by one’s marketing and sales target. It is a wealth of data for sure- you just need to know where and how to look.

The huge user base of engaged professionals, hashtag and keyword search-ability, Twitter is quite beneficial as a recruiting tool. The lists help you segregate users into talent pools. Sourcing with the help of Twitter is an art. We have put up this guide that will help you learn how to find the talent. These Twitter sourcing tips and tricks will make you a pro in Twitter sourcing.

Step by Step Approach to Twitter Candidate Sourcing

Start with an exact search: Besides going here and there, it is always advisable to go for your exact demand. Whatever you are trying to search put it in the quotation marks. For example, if you are looking for a software engineer, you can search it as “software engineer”.

Add an alternative search: Alternative search can be done by using OR in between two terms. Quotations marks need to be put on the both terms. For example, “software engineer’ OR “engineer”.

Add an additional search term: The trick can be used for multiple search requirements. Instead of OR you should use AND if you are looking for more than one quality in a person. For example, if you are recruiting for a marketing agent and a social media expert, you can search “Marketing” AND “social media”.

Exclude certain elements: You can even exclude a certain set of search items from your requirement. Simply use the minus sign before adding the required word to your search options. For example, “software developer” –android.

View all tweets addressed to a certain user: Is the username appearing in too many searches or too many people are searching for the user? Well, it is easy to identify this on Twitter. Type it like this to:username (no @ necessary).

View all tweets sent from a certain user: It is easy to identify how many tweets a certain user has send. It can be identified in this way from:username.

Search for tweets near or in a particular location: Twitter makes everything simple. Type in near:location, or near:location withing: 5mi.

Search for tweets between two dates: It is almost impossible to find content between two dates in any other social media networking site. However, Twitter makes it possible. Type in:since 2014/05/02 until: 2015/09/28.

Search for all the tweets that contain a certain link: Twitter gives you access to find the certain links or terms related to the stuff you are looking for. Drive your search by “filter:links”. For example, “social media marketing”  “filter: links”

Find specific content: You can even target the search to a particular source or platform. For example, if you are looking for a social media expert from the source Instagram. For example, “social media marketing”.

The right hashtags play the key role in sourcing through Twitter. Drive your every search with the help of targeted keywords. Prefer to use skill based hashtags like #sales #marketing #Jobs #hiring etc.

Use the most popular and relevant hashtags to gain maximum search results. Even, there are a few hashtag generators that can help you find and visualize relevant hashtags based on trends and analytics.

Engaging people on Twitter can be initiated by striking up a conversation with the potential candidates you may find. Being a social media platform it engages people in two-way conversations.

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How to source for candidates on Facebook?

Started with the Mark Zuckerbug’s attempt to create a private network channel for his friends and colleagues, Facebook has a come a long way since then. Currently, it is the biggest social media network in the world with more than 1 billion users.

Your next hire might have been sharing a post or picture on the Facebook right now.

Too many users on a single platform make it ideal for the purpose of recruiting. It has become an easily available space to attract and convert talent into hires. The latest features, the newest trends and best practices, recruitment through Facebook is an interesting concept.

How to recruit employees on Facebook?

Facebook recruiting is not limited to posing jobs online only but there can be a pattern of searching the candidates online proactively and building relations with them.

It develops a mutual trust and you can encourage them to apply for the vacant job positions.

Be direct

Posting the job vacancies directly on your company’s Facebook page can be the simplest option. The ad post will route candidates directly to your Facebook page and, they will take interest in further information  and visit your company careers page.

Interestingly, Facebook provides different customization options for your Company profile. The choices of ‘Early careers’ and ‘Professional careers’ makes it easy for the newcomers to find jobs of their choice.

 

Indirect methods

It is not only the direct job openings but Facebook can be a great platform to promote your employer’s brand and improve your Company’s image. Recruiters post potent information regarding the culture and mission of the organization.

Sponsored ads and buzz words help recruiters to target their audience. It helps them to reach the potent areas that are left behind their approach.

Your current employees are your other potent source for Facebook recruitment. They can be your best advocates in the front of your target candidates. Let them use their Facebook page to express their achievements and their experience at your Company.

Post videos of your office get-together, office day sneak peek, after-work Friday meet up or training sessions.

The pictures will represent your happy office culture and teamwork spirit. The applicants will get an idea about your vibrant work culture. They will have a clear idea what working with them will feel like.

Socialize

This is what Facebook is meant for. The platform gives you space for building relations candidates and networking with potential hires. Recruiters must assign a manager to respond to people’s questions and answer them as soon as you create your Company’s page.

The conversations can be later stepped up to ‘Career chats’. The real time session will motivate candidates to apply for jobs. Also, there are special groups for recruiters which you should join.

Source candidates

Facebook can be a great platform to source for passive candidates as well. You can search for these candidates based on their special ideas and special criteria.

  • Job title – who live near you
  • Job title – who speak a particular language
  • People who work with (competitor)

Increase employee referral activity

Facebook recruitment makes a great way for referral activities. It becomes quite easy for employees for to share jobs and attract candidates on a social media platform. Moreover, they know your work culture, and they already what kind of employees will be the best match to it. They will search the best potential coworkers for them and this will help in building the human infrastructure of your company.

A step-by-step guide

The following strategic step-by-step guide will help you to start with the recruitment process.

  1. Find the potential candidates.
  2. Create a Facebook page.
  3. Share your Company culture in pictures and posts.
  4. Create the job post ad.
  5. Promote your job post ads for free on your page, Company profile and with the help of your current employees.
  6. Take up a small budget and promote your jobs.
  7. Use Facebook live
  8. Create job tabs.
  9. Communicate with the potential employees.
  10. Share specialized content that will help in recruitment.

The Facebook recruitment will help you to take the candidate sourcing process to a complete new level.

Facebook can be the ultimate guiding force to source, attract and hire new employees.

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How to manage a talent pipeline?

Hiring process is no more the usual old process of posting a job and inviting applications. In this modern era, it has evolved.

It has become much like a talent pipeline where sourcing the right candidate has become easy and effective. It ensures a regular flow so that you don’t have to wait while expanding the work.

What is Talent pipeline?

Setting up a talent pipeline is an effective approach in managing the recruitment process. Although, creating an effective talent pipeline strategy needs lots of efforts, time and careful planning yet, once done it shortens the process of hiring. It enhances your chances of getting the best people. It is much like your own talent pool and you can pick the right talent that matches your requirement.

It is a well-stocked database that can fulfill all your hiring needs of the future. And, that is why; it becomes so important to manage these pipelines.

We have enlisted a few management tips that will help you to manage your talent pipeline.

Develop your internal talent pool

Internal hiring has always been a point of argument. These are the people suitable for your company culture and know you well. Their performance evolution can help you to conduct effective planning for succession. Identify who in your staff possess the critical skill and support you in difficult times of emergency hiring.

There may be a few conditions related to it. Some of your best talent may need training sessions in order to hold critical positions. These are the right people to invest in. They can be your potential successors who can be placed at any position at the time of requirement. They can even provide coaching in the future.

 Sourcing an external talent pool

It can be a challenging task to recruit the external talent. It needs lots of sourcing and networking to create and manage an external talent pipeline. It needs a strategic approach to build and manage this kind of pipeline.

These few tips will help you.

 

Modern sourcing tools will help you find resumes and profiles

Sourcing does not need to be reactive all the time. The modern talent pipelines and sourcing techniques bring you closer to the pool of talented professionals. Keep the contacts in radar even if they are not looking for the job. The modern hiring templates along with the tools make it easier to maintain a relationship with your future talent. Boolean search tool on Google help you find talent effectively.

Keep an eye on rejected candidates

There is much talent who gets rejected at the final step of the hiring process. You can keep them as an option for your future requirements. You know that they are talented enough to pass the initial stages of the hiring such as cognition and screening. Although rejected for a certain position, they can fit in some other position. Show them respect and make sure they leave your space with the positive impression of your company.

Attend events to persuade passive candidates

There are certain events such as meetups, job fairs, university career fairs and conferences that act as a platform to meet passive candidates. It only helps you refine your recruiting pitch and your talent pipeline will keep loaded. Never bound your work with filling current opportunities only but meet the passive employees with equal enthusiasm and future opportunities. Connect with them and try to keep in touch.

Source candidates from their social media profiles

The world of social media networking has made the process of finding the talent easier. From LinkedIn to Twitter to Glassdoor and Facebook, you can keep searching and adding candidates to your talent pool.

Develop your referral programs

Referrals are probably the greatest way to source the best candidates that are talented and adjust well with your company culture. In this case, your employees will be looking for candidates when you will be busy with other tasks. It speeds up your work and your talent pool never loses its grip. Encourage your current employees to refer other talented persons they trust.

Apart all this, employer branding is first step in setting up your talent pipeline. Attractive employers are the pre-requisites when it comes to maintaining your talent pipeline. Make sure to set up your employer brand and be a desirable place people would love to work into.

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How to Recruit at a Job Fair

Ever wondered what candidate sourcing is like at a job fair?

Speed-dating I think. The employers meet their tentative employees, at the set time and place, looking for a correct match.

The successful sourcing initiatives are the key to a successful recruitment plan of a company.

Entering into the job fairs with this approach will help you search the right talent in the pool of talent and potential candidates. Job fairs are the right place to entice top-tier candidates.

These few tips will help you to stand out and gain maximum experience at a job fair.

Host a contest: It is quite significant to attract the best talent in a career fair. But, how to do so? The super-strict environment of a job fair can be stuffing and anyone would love to get rid of it. Introducing a talent hunt or a completion will lighten the professionalism and inspire everyone to participate in it. You can ask them to submit their copy of resume in exchange of participating into your contest.

Advertise your presence: A running organization already has a large pool of employees to engage with. Your broader community includes top-tier candidates. Announce your presence in the job fairs via social media and email marketing lists. Provide the specific list of information including location of your booth. Also, provide hints about your special display. Try to show up with a special swag item to create hype in the fair.

Digitize your booth: No one wants to mess with the trail of papers in this time. Try to use digital things for collecting resumes and filling out applications. The digitization of hiring process is quite beneficial to modern recruitment process. Use laptops or tablets to display your recruitment videos, demonstrations and presentations to paint a positive picture of your brand.

Know your roles: Defining the roles clearly is the first step towards the recruitment. It will help you to fill the roles efficiently. Make a sheet that includes the position with all its key responsibilities and daily tasks.

Try to post all these details online so that it can be totally transparent. It will help you set up a mutual beneficial relationship between you and your employee.

Pick the best reps: It is not that simple that your HR team go to the job fair and promote your brand. It is better to send people that will work with the new hires on daily basis. Make sure the most positive, energetic and enthusiastic employees of your organization join the fair and meet new people.

It will help you in two ways. Firstly, your departments will come in direct contact with potential talent, and they will narrow it down as per your own requirement. Secondly, potential candidates will have a direct conversation with your employees and know about your reputation. It gives a first-hand experience to both.

Provide sustenance: Not only creative freebies, you will also want enticing passer-by to munch on your booth in job fair. Keeping candies, coffee, pizza or snacks at your counter will help you to catch their gaze. Being creative can be fun, but sealed and labeled items should be preferred. Something branded will create a good reputation of your brand.

Leverage your wins: Has it ever happened that your company has names as the best places to work in your area? Or has your organization won any nomination in last few years. Do you have a referral from an employee that makes your organization shine? Put all the information on a banner, literature or your backdrop?

Emphasizing your props will help the potential candidates to make a biased reputation of your brand.

Don’t sit: Sitting behind your counter on a job fair is a big no. Stand in front or on to the side of the table. It will intimidate the job seekers especially younger ones. It helps to invite people. Moreover, either sitting behind the table or standing at all, keep smiling. It is first thing the potential candidates will notice about you. It creates a positive aura.

Arrive in plenty of time to set up: One can easily spot a difference between a quick and relaxed work. A neat and maintained counter will simply enhance your impression.

Pick unique swag: Job fairs are about free promotional items. Therefore, it is important to maintain a realistic attitude.

How to source for candidates on Glassdoor?

Glassdoor is a platform that gathers user-generated reviews about different companies and company-life. The best part is the reviews are anonymous. It is much like a Trip Advisor to the HR.

Glassdoor has hugely changed our prospective towards recruitment marketing and company culture. The Google backing makes the platform more authentic and reliable. It has become one of the ultimate job sites for candidate sourcing.

Though the platform started as the employee share feedback to employers, it has transformed into the fastest growing career community online. Employees use it as a trustworthy platform that provides honest information about a certain company and employees.

The smart platform for both employees and employers, Glassdoor has a network of about 24m members and 300, 000 companies in 190 countries. The smart place has emerged as an opportunity for employers to set up their brand. It is a space to gather competitive intelligence and source candidates.

As a recruiter you should know about the best platform to find quality candidates. The well-prepared and qualified candidates make the process of hiring easier as they stick around and tend to thrive.

The candidates at Glassdoor are known as informed ones. They put in their time and efforts into research before entering into the process of recruiting and their chances of being hired are 2x more than the candidates from other sources.

Posting a job at Glassdoor is not enough to initiate the process of hiring. Job seekers look for adequate information about why they are ideal for the position.

We have enlisted 5 ways that will help you to source the right candidate from this platform.

Respond to reviews: The most powerful way to attract the uninformed candidates towards your recruitment is responding to their reviews. A total of 61% of employees admit that their perception towards a company changes after reading the employer’s response towards the company and their policies. Companies that respond to the reviews of their current or x-employees are known to be responsible and caring towards them. It creates a positive image of your company and your chances of getting response increases.

Advertise your job: On Glassdoor, your first attempt decides your way. You should put on ads to precisely target the candidates you need. Your ads will help you to specify the location, industry and role. Glassdoor also enables you to monitor the performance of your ads so that you can make data-driven adjustments. These ads attract candidates the same way a magnet attracts metal. It increases the chances of applications you get and in turn you a get a pool of employees and you can select the right candidate from.

Build a diverse and inclusive work force: Two-third of the job seeking employees admit that they evaluate companies on the basis of diverse workforce. They consider it as an important factor while going through the job offers. Glassdoor allows you to demonstrate the inclusive culture of your company that you foster.

Learn from our best places to work winners: Recruiting the informed candidates is an art. Winning companies use Glassdoor efficiently to attract top talent. These are the real-world examples you can learn from. You can take advice from them or can simply trace their path.

Screen for role fit: You should have a strategy in order to screen the applications. You need to know what exactly you should look for in these applications. The knowledge will help you to quickly surface the most informed candidates in time.

Optimize job titles and descriptions: Job titles are the most appealing part of posting a job. Eye-catchy job titles catch the attention of job seekers immediately. You can take help from Glassdoor account to calculate which the most searched job description is.

Let candidates learn about you: Glassdoor is a platform that gives opportunities to the informed candidates to know more about your company. That means you need smarter work but not harder. Target your audience in such a way that you can provide a personal view of your enhanced profile for up to 4 audiences depending on their industry.

Industry benchmarking: You need to set goals and decide your benchmarks to measure and track your success. You must analyze which channel brings you the maximum candidates so that you can lower your cost per hire.

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Best practices for Recruiting at a University

Student recruitment is one of the most crucial aspects of candidate sourcing.

It’s the best way to tap into the next generation of talent and keep your company’s workforce up-to-date with technology and innovation.

The complex and fast-paced college students become potential sources because of their updates skills and full energetic mode.

Build, develop, manage and maintain campus relations

The successful university recruitment program can be planned over a long haul only. It needs to be built on long-term relationships because no one wants short-term results. Most of the university recruitment programs act as a base of their career centre. Career fairs, job posting services and on-campus recruiting helps you connect with students.

Try to strike a conversation with career centre staff because they can provide you an insight related to the campus. They can tell you about the culture, traditions, specifics of students and their attitude and behaviors. This insight will help you to tailor your strategy.

Career centre staff can further help you to make relations with the faculty and administrators of the college. However, no program can guarantee a career just after the college but the organizations that are into this recruitment never abandon the campus even if they are not hiring.

Set realistic recruitment goals

Before entering any university or college, you need to set up realistic recruitment goals. Your goals should be based upon the demand, supply and all the other related factors. Set your goals based on facts.

You need to calculate the size of the potential pool and gather a good knowledge about the candidates. Also, you need to know about your competitors and their offers. Researching on this upfront will help you to reach your goals easily.

Choose your target schools carefully

Most of the university recruitment program professionals admit that they finalize their targets based upon following factors.

  • List of the major universities available.
  • Quality of their programs.
  • Their experience of recruiting at the particular university.
  • Location of the school.

The planning of all these things requires research and careful tracking. This way you will know that which university suits your organization the best.

Never take a shortcut while deciding on the best university or school. It is necessary for the university to match the technical and cultural standards of your organization.

Send the right people to campus

Have you got the right people to deal with the university students. Would the students like to deal with someone who roams around with a bored face? Will they like to interact with a person who answers everything with the suggestion of checking the website? Will you feel comfortable if the recruiter ask you about a date? All these things will ruin the impression of your organization. Unfortunately, many company representatives have behaved like this with the students.

Choose the best person from your organization to suit this process. Choosing the right person is critical because the representative will represent your company and the potential employees will make a negative image about your brand. Send well-trained staff to represent your organization and sell your brand.

Communicate with students about the process

Students have all the right to know about the steps included into the process of selection and hiring. Keep them appraised what you are planning to do and what they can expect from you. If you have met some students at a career fair, keep follow up with them. Keep in contact with the interns when they return to their universities after finishing work with your organization. It will help you in the future recruitment as you will have a pool of potential candidates to look into.

Measure and analyze your results to adjust accordingly

Keep a track of hires you make but along with this also keep track of the offers you make, acceptance and retention rates. Track your recruiting efforts ROI.

It will help you to identify you strong and lacking points. You will know where exactly you are in trouble and how you can adjust it.

Feed your full-time hiring with internship programs

It is the one of the most effective recruiting techniques of building a relation with the potential hires in the early age of their careers. Internship programs help you achieve better retention and gauge their fit on the organization. Researches prove that the once interns often turn into full-time employees.

What is candidate sourcing

Candidate sourcing is a recent concept.

The concept originated with the availability of internet and more precisely with the existence of social media websites.

Technology is a great tool for recruiters and hiring managers. Initially, recruiters believed that the popularity of social media websites will turn the process of recruitment into a cakewalk. However, it is not that easy.

You definitely need a strategy to make things work out positively.

Defining Candidate Sourcing

The proactive search of talented and potential hires to fill up all the vacant job openings. Recruiters do following tasks for the purpose of sourcing:

  • They collect all the valuable candidate information related to resumes and work samples.
  • They can pre-screen the skills they are looking in the candidates.
  • They inform candidates about job openings and build a relation with them.
  • They build long term relation with potential recruits and recruiters.

All these tasks are what we do as recruiters in Vested.

Difference between sourcing and recruiting

Sourcing and recruiting are two different but interconnected processes. One kicks in after other. Sourcing is associated with searching, identifying and contacting recruits that have potential to fill in your positions.

It is the first process. Sourcing is followed by recruiting. Recruiting includes HR processes like screening, interviewing and evaluating the candidates.

In MNCs, recruiters handle the first steps and the second process is handled by professional sourcers. However, both sourcing and recruiting fall under the same roof that is HR.

How does sourcing affect recruiting?

Sourcing is a vital part of recruiting strategy of any company. Recruiters specialize in:

  • They basically reduce the fill-in time of candidates because the process of initial screening of candidates has been already done by them.
  • They keep a database of clients engaged in your vacancies so that they can use these pipelines to cover the present and future recruitment.
  • They position themselves in such a way that they can meet the long-term goals of sourcing.

Who are sourcing specialists?

Sourcing specialists, popularly known as sourcers are those HR professionals who excel in identifying and engaging potential candidates for current and future potential needs of the company.

Jobs they perform:

  • They identify the future hiring needs of the company.
  • They participate in establishing the effective sourcing techniques for the company.
  • They reach out to potential candidates through different channels and media.
  • They develop talent pipelines for every position in the company.
  • They keep researching and experimenting on new sourcing technologies and tools.
  • They analyse all the sourcing tools they have used.

Social sourcing:

The process includes using the social media platforms to search for the right talent. The social networks (like Facebook, twitter and Linked In) can be a great help in identifying, attracting and contacting potential candidates.

Sourcers use social media for following purposes: 

  • They use the platform to collect the contact details, resumes and work samples of the applicants.
  • To create their own talent pipelines to fulfill the hiring needs of the company in the future.
  • To reach out to potential qualified candidates and giving them information regarding your job openings.
  • They establish the employer as a brand and advertise the openings.

A few most effective sourcing tools:

Sourcing specialists and recruiters use social media tools to narrow down their search. Tools help recruiters to find candidates quickly. These few tools will help you streamline the process:

  • LinkedIn: This is a social media platform for recruiters. Professionals share their career history and accomplishments on the platform and take it as an opportunity to interact with professional recruiters. Sourcers need a LinkedIn recruiters license to search through profiles and send personal messages to candidates.
  • Glassdoor:  Glassdoor is a platform that gathers user-generated reviews about different companies and company-life. Glassdoor has hugely changed our prospective towards recruitment marketing and company culture. The Google backing makes the platform more authentic and reliable. It has become one of the ultimate job sites for candidate sourcing.
  • Indeed: Indeed is the world’s largest job board that hosts more than 90 million resumes. The advanced search options of the board allow recruiters to search on the basis of job location and title.
  • Facebook: It is the world’s most popular social networking website and an ocean of potential candidates. The paid job ads feature of Facebook candidate sourcing helps you find recruits with ease.
  • Twitter: The different recruiting tools of Twitter like chat, search and lists to ease the process of recruit sourcing. Engaging on twitter conversations advertising conferences and following hash tags can help sourcers build a talent pipeline through twitter.

There are also more traditional, “old-school” ways to source for candidates. Here are a few ideas:

Finally, the best way to save money and time for candidate sourcing is use a professional.

This is where Vested comes in.

We can help improve your time-to-hire metrics and get you the right candidates via our on demand platform.

Learn about it today  HERE and save thousands of dollars on recruiter fees and still get the best talent for your company.

(Photo by rawpixel.com from Pexels)

How recruiters use social media to source candidates

Resumes and cover letters are passé. Sourcing for candidates has become challenging like never before. It is not all about your degrees and education at today’s time but about your skills, wit and talent along with your qualification.

Recruiters have moved their focus from physical recruiting methods to social media platforms like Twitter, Linked In or Facebook. Or they use in demand recruiters like our Vested platform.

It has become one of the major norms of recruiting nowadays.

A recruiter is in a constant search of most qualified and talented pool of applicants. At present, three of above mentioned social media websites have over 1.2 million of combined users. That sounds like a potential.

As more and more people are joining social media websites, recruiters do need to maintain leverage upon their social media accounts for recruiting purposes. This is an imperative formula to attract talent.

What are the benefits of social recruiting? How to get started?

  • Build your employment brand: Social media is a showcase that showcases the culture of your company to the recruits. Brand your social media platforms by posting content, photos and videos. Try to engage job seekers in conversations and motivate to participate them in discussions. Give them space to prompt some questions and answers. This is a wonderful way to know about your recruit and giving him a chance to understand your company culture.
  • Reach passive candidates: Almost everyone is using social media platform, either they are looking for a job or not. They are passive candidates who might not be interested in changing their jobs but building a relationship with them can give you the opportunity to hire them. This is how social media helps you to enhance your talent pool.
  • Employee referral program: It is considered one of the top most and high;y-effective recruiting tool. It allows you to involve your current employers in the hiring process. You can post recruitment requisitions on their social media platform and it increases your approach base.
  • Learn about the background of the employee: Evaluating the Linked In or Facebook profile of a person helps you access major information about them. A linked In profile includes their resume and, past and present jobs. It includes their recommendations, peers, managers and colleagues. It can help you determine some second or third degree connections allowing you a personal referral. Similarly, facebook and twitter contain information about their interests, hobbies and other personal information.
  • Lower recruitment costs: All this set up is free and that is how you save a lot upon the cost of recruitment.

How to use?

There are different social media platforms and there are different techniques to use them. The first step includes deciding your target audience and tailoring your strategy accordingly. Start from being familiar to one platform and then move to other.

Twitter

Twitter is a popular micro blogging social networking website. There is a limit of 140 characters to messages or tweets. The platform has more than 300 million users yielding more than 300 million tweets per day along with 1.6 million search queries.

The most significant thing about twitter is that it connects business and customer in real time. Businesses use twitter to promote their brand, products, services, share information, gathering feedback from market and connecting to influential people.

Twitter updates what is happening in the current moment. In includes various broadcasts about the vacant positions that need to be filled.

LinkedIn

It is the leading professional networking site. It has more than 155 million users around 200 countries and territories. This site is quite popular among professional recruiters.

The professional recruiters foster networking through LinkedIn and can have access to ready-made resumes.

Facebook

Facebook is the largest pool of talent. Millions of people log in and log out on daily basis and share pictures, videos and posts to become popular among their friends. Although it started as a social utility but, it expanded as a popular network to make connections.

Facebook ads are a great option to target the exact audience. For example, if you are based in California and relocation is not a part of your budget then you can target the audience of the city only.

The overall result will be:

  • The traffic to your career site will be increased.
  • There will be increased Facebook fans engagement.
  • Your twitter follower count will be increased.
  • The traffic to job postings will increase.

How to source for candidates for LinkedIn

LinkedIn is a gold mine of candidates if you know the right method of recruiting. The platform allows you to connect with more than 330 million professional, all of them prominently exhibiting their professional skills, job experience, education, recommendations, expertise and talent.

The most interesting fact about Linked In is that is does not connect you with unemployed professionals or recent force of graduates only but also with the active professionals that are in a constant search of new opportunities.

A recent survey in 2011 concluded that 68% of current employers are open for new listings and job offers. Growth is a continuous and desirable process and 83% of working force will be at their ears if you have something interesting to tell them.

Sounds great! Now, when you know that 83% of currently working force can pursue your offer, how can you reach them? How can you find these candidates? And, what suitable methods you will use to narrow down your search and approach the right candidate?

It is not a strenuous process; you just need a right strategy to approach the right person. This example will help you understand my words easily.

Let’s suppose, you are running a surgical business and you need a marketing person who can do his job perfectly. Your requirements are:

  • A person with an experience of minimum 3-4 years.
  • He should have been working in same field in the past years.
  • He should be aware of the local dialect and areas.
  • Substantial knowledge of your products, the material and their usage.
  • He should be an excellent communicator who can address the people, acknowledge the presence of your brand in the market and can resolve all kind of issues.

You can start with the advanced search options of Linked In with all these required qualifications. We tell you how: There is a tool bar or menu on the right side of the page where you can set to search people. There is a picture of magnifying glass and Advance search option along with it. Modify following parameters to initiate your search.

  • In the title field, enter the designation under which you want to do the recruitment.
  • Change the industry to “surgical”.
  • Change the seniority. You should have access to the premium facilities of Linked In if you want to do an efficient search. Upgrade your account.
  • Leave all other options to their default settings.

The preliminary search will come up with hundreds of results. Obviously, all of these people are not looking for a job but many of them may be interested. You can further narrow down your search for better results and making your work easier. You can add the experience required or the location preference. It will definitely help you.

The next step involves looking at these profiles and check how many of them are actively looking for work. After short listing a few names, you can contact them through different ways. Take a look:

  • Send them an email to introduce yourself: Never start a conversation asking if a person is interested in your job opening, even if his profile shows his desperation of finding a job. It will scare them away. Simply tell them their profile caught your attention. Mention something unique about them like any achievement, award or certification. Congratulate them for same, establish a relation and check if they will be apt for your job opening. Tell them about the opening once you are sure.
  • Find groups they belong to, join that group and try to strike a conversation: This way you can state that both of you belong to same group and you thought if they may like working with you. Looking at your name regularly will help in further correspondence. This particular method is quite effective to recruit new employees.
  • If this is a second-degree connection, try to look for a mutual first-degree connection: The mutual first-degree connection will help you form an opinion about the employee and check if they fit your criteria or not.
  • Send them a local message using an In Mail if they are part of a Linked In Open Link network: These tools of Linked In will help you gain more visibility.

Linked In is the best platform to look for professional connections and recruitments.

(Photo by rawpixel.com from Pexels)

How to use technology to source for candidates

Sourcing for recruits without technology is like going for hunting without a weapon. Tough recruiters use all their creative approach to make their way to hidden treasure.

All thanks to technology, there are many sourcing tools that can make your recruiting easier.

We have enlisted the topmost recruiting tools to solve your daily quests:

Resume databases

There are tools that can help you find talented people through different career pages. These are few tools:

  1. Talentbin: Monster’s talent bin is a large pool of database including millions of profiles. The Boolean search feature gives you access to millions of passive candidates. They extract information from all the social media accounts and help you reach out to them.
  2. Career builder Resume Data: The working of this tool is similar to that of Monster’s talent bin. The database has profiles and resumes of abundant of clients. The career builder’s semantic technology supports effective Boolean searches.
  3. Zillion resumes: The aggregated platform is a hub to thousands of profiles and resumes. The aggregator database gathers resumes from different sources. You can find much ‘hard-to-find’ talent with the help of this tool matching your criteria.
  4. Hired: The platform brings recruiters and recruits on a single platform giving them opportunity to interact. Recruiter can create their profile and browse through the required talent. It is believed that recruits respond to 95% of queries.
  5. Hiring Solved: The platform allows you to search for candidates from across all over the world. Even language is no barrier. It lets you search for the candidates similar to your choice.
  6. Sourcing .io: This is a large database of engineers. You can browse through them using available filters. Team referrals and social networking are two features can be seen through the online connection of your team. It will help you in finding right candidate.

Portfolios

The work samples of a candidate are the best example of their talent. Impressive portfolios catch immediate attention. These few tools will help you in finding designers and developers.

  1. Carbonmade: It is fun to browse through carbonmade as it is a hub of collection of portfolios and projects that showcase creative art. You will enjoy looking at the work of designers, copywriters, photographers and architects.
  2. Github: The most popular platform for developers, Github is a great place to look through coding. Github has lot to offer for IT recruiters.
  3. Behance: Behance is the best app to look for creative professionals. The huge network of Behance is a good option. It allows you to search for the right candidate all around the world and you will be able to run targeted search like (Auto CAD). It allows you to post job posts too.

Networking Platform

Firstly, it is difficult to differentiate between active and passive candidates and secondly, communicating with them is another level of complication.

These few websites will help you in the process of networking. These sites can get you started in connecting and emailing candidates today:

  1. Angel List: The platform was set up for startups. However, it is not focused towards passive candidates but it is definitely for quality recruits. Recruiters can directly browse through startups and directly communicate.
  2. Event brite: The website gives you a chance to host, promote or browse an event that will help you find candidates. This way, you will come across employees will be interested in knowing about the latest trends.
  3. Meetup: This is another popular website for hosting events. It allows you to check the list of people who will be attending the event. Even if you are not interesting in attending the event, you have the names of attendees.
  4. Twitter: The hashtag conversations of Twitter are a great ally of sourcing. Try to participate in every relevant hashtag. The advanced search of twitter can be a great help.
  5. Vested: Check out how we get you connected to the very best talent.

Referrals

It is the most trustworthy way of recruitment. The best employees bring in other employees. Making referrals a part of your routine will be a great help.

LinkedIn and Facebook are great sources for getting referrals.