Candidate Sourcing 54
Everybody and their mother is on social media now, so it’s not surprising that recruiters and hiring managers feel comfortable looking to networks like Facebook or Twitter to get a better picture of candidates they’re considering for a job.According to CareerBuilder’s annual social media recruitment survey, hiring managers are likely to use social networks to screen candidates, and 35 percent of employers view a lack of presence online as a cause for concern.
In order to succeed in the war for talent, you can't forget to take candidate experience into account.
Reviewing a candidate’s social media presence may soon become standard operating procedure. According to CareerBuilder’s annual social media recruitment study, the number of employers taking to the web to research applicants has steadily risen over the past few years — from 39 percent of employers in 2013 to 43 percent last year to this year’s 52 percent.
Why Can’t We Be Friends?
A San Diego-based technology company posted a job description on the internet, and it set the social media networks on fire. The advertisement is called, “Searching for 2 [bleeping] Great Developers.”
It’s amply NSFW for most work environments, so click on the link on your personal mobile device.
The job description drops the F-bomb over a dozen times in an attempt to increase brand awareness, gain traction and find the right candidate for the right job.
In talent acquisition, a candidate relationship management system helps you find, build and keep relationships alive with potential candidates whom you might want to hire now and into the future. Just like selling a car, you can turn a dial and choose how aggressive your CRM process is, or how laid back.
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