leverage social media Archives

Sourcing Tip 1) Plan Your Search

It’s best to know what you are looking for in a candidate before you actually start sourcing. Recruiters often overlook what the client is asking of them. Understanding the exact requirements of the job opening/position is critical to finding the right person for the job: his or her title, skill, expertise. After conducting initial searches, make sure to break out the trusty internal thesaurus and begin searching for alternative titles, skills, technologies and etc.

Internal Thesaurus

Sourcing Tip 2) Figure out who to search for

It is a good idea to know what type of person is perfect for your role. An important rule of thumb is not to judge a candidate’s worth solely on his/her resume. Even professional resumes cannot detail every bit of a person’s experience and expertise.
A resume is a candidate’s attempt to remember his or her accomplishments, duties, and work experiences. So make sure to have a conversation with a candidate before writing them off. In addition, even if a particular candidate is not qualified for a job now he or she can be qualified for another job down the line, so always keep your candidates in the back of your mind!

Sourcing Tip 3) Search in the right places

Qualified candidates tend to receive hundreds of InMails from recruiters on LinkedIn in a week. Why take such a crowded path? Consider taking the road less traveled. Use other forms of social media, such as: Pinterest and Twitter. They may prove to be helpful tools in the talent search.
Pinterest is great for looking for creative talent. You can see a graphic designer’s and a web designer’s chops through their profiles or, at the very least, what inspires them. On the other hand, Twitter has a huge user base and an advanced search capability. With it, a perceptive recruiter can network and grow her candidate pool without breaking the bank.

Pinterest Portfolio

Why not also take things offline? Attending in-person recruiting events or attending industry-specific conferences can prove to be resourceful. Expand your network breadth. Do not leave any hidden talent pools untouched. Use all possible means and resources!

Sourcing Tip 4) Rinse, Switch-up, Improve

The last bit of advice we would like to leave you with is not to let your searches bog you down and to not allow your searches to get stagnant. Create dynamic searches for each type of role, person, and company. If certain combinations of role, person, and company indicate that Linkedin is the place to go, then go there. If another combination points to Pinterest then look there. Sourcing needs to remain proactive and not passive. Most importantly, you have to understand what kind of candidates you are looking for and where those candidates are. Find what works best for you and always strive to make it better.
Happy Hunting!

Over 75 percent of American adults are using social media on a routine basis including most of those in the “career age”. Many of these people have hundreds of social media contacts – which makes them a rich source of contacts for job recruiting through job referrals.

For the Employer

In today’s job environment, corporate headhunting budgets have faced cuts and though more job openings are available, companies don’t have the finances available to ramp up internal recruiting programs. Most companies know that the best employees come through referrals but internal referral programs aren’t enough. In addition, though the exponential growth of social media is a well-known fact – company managers don’t often know how to use social media effectively to find better candidates.

Reflik puts all of these problems together – and solves them through a referral-driven social media recruiting platform. Social media recruiting uses the “crowd” to identify quality candidates at a much lower cost than traditional headhunting. Employers have the benefit of hiring through referrals – and access to many more social media contacts, including those “passive” job seekers that can’t often be reached. Referral rewards are set by the employer and paid only if a match is made.

For the Independent Recruiter

Most experienced, professional recruiters have large databases full of the resumes of qualified candidates. Finding the right candidates for a particular job, however, may require the time-consuming effort of Boolean search or worse, manual sorting through the database to find a matching prospect for a particular job listing. In addition, independent recruiters who don’t work for a large firm with preapproved vendor contracts, may find it difficult to access many lucrative job postings.

Reflik gives the independent recruiter equal access to all job listings, with a substantial reward for a successful match. Reflik’s proprietary system can automatically match database resumes and profiles of social media contacts to job listings based on the matching algorithm, without spending the recruiter’s valuable time. The Reflik system will also automate email contacts, social media posts and private messages if the recruiter desires. This allows the recruiter to spend more time, identifying new contacts through social media.

Recruiters can also access the “hire” platform to post any jobs listings they have access to – providing an additional potential revenue stream. The candidate’s progress is tracked automatically through the Reflik system and referral rewards are paid when a successful match is made. Here are 7 ways you can start leveraging social media for larger referral rewards.

The advantage of utilizing social media contacts as a recruiting base is clear. Most people are on social media, many on multiple networks. Most people also have hundreds of contacts who can be contacted through those platforms with a minimum of effort. The added benefit of social media-driven referral networks is the ability to exponentially increase the number of potential candidates – and increase the quality at the same time.

Reflik is changing the recruiting game through the power of social media and crowdsourcing. We know that the best source of candidates is through referrals. Our referral-driven system uses a proprietary matching algorithm to match great jobs with great people. It’s a win-win-win. Employers win by getting the best candidates through referrals for less money. Recruiters win by accessing more job listings, using our automated system and through hiring rewards. Members and job-seekers win by finding great jobs and getting real rewards. Check out Reflik today to see how rewarding it is!

by Ash Geria