{"id":10944,"date":"2015-07-13T04:09:33","date_gmt":"2015-07-13T04:09:33","guid":{"rendered":"https:\/\/sandler.dsstaging2.com\/case-study\/social-recruiting-guide-find-best-potential-employees\/"},"modified":"2022-10-24T23:07:35","modified_gmt":"2022-10-24T23:07:35","slug":"social-recruiting-guide-find-best-potential-employees","status":"publish","type":"post","link":"https:\/\/sandler.com\/blog\/social-recruiting-guide-find-best-potential-employees\/","title":{"rendered":"The Social Recruiting Guide: Find the Best Potential Employees"},"content":{"rendered":"\n

The world of recruiting changed drastically with the introduction of social media. New tech companies could now compete with established corporations in their recruiting strategies. Having endless connections in your industry became less important. Instead, the focus shifted to knowing how to recruit using social media. With more than 500 million people on Facebook and 100 million on LinkedIn, social recruiting has quickly surpassed traditional methods for finding the best candidates.<\/p>\n\n\n\n

With this shift, it is important to have a guide to navigate the ever-changing landscape. Use this tool to start your social recruiting search and connect with hundreds, even thousands, of the most qualified candidates.<\/p>\n\n\n\n

Social Recruiting Benefits<\/strong><\/h4>\n\n\n\n

Connecting with the best candidates in your industry is the most important way to stay on top of the competition. Although social recruiting should not replace your routine hiring methods completely, you need to include social search tools to enhance and improve results. Social recruiting provides several benefits you will not get from traditional recruiting avenues:<\/p>\n\n\n\n

1. Identify hard-to-reach candidates. <\/strong>Many good employees are not actively looking for jobs. Using social media allows you to reach out to these passive candidates.<\/p>\n\n\n\n

2. Save money.<\/strong> Check out boards on social sites like Facebook that target candidates in relevant industries. These boards are free and allow you to post on pages that pertain specifically to the job description. Instead of spending money to post on increasingly cluttered and spammy job boards, try sharing on trusted social networking pages.<\/p>\n\n\n\n

3. Reach higher quality candidates.<\/strong> People responding to job postings on social media are usually early adopters and more tech-savvy, giving you access to candidates who are more highly qualified in comparison to those still submitting paper resumes.<\/p>\n\n\n\n

Once you understand and appreciate the benefits of social recruiting, you can begin mastering the techniques for finding new candidates online.<\/p>\n\n\n\n

Step 1: Understand Corporate Goals<\/strong><\/h4>\n\n\n\n

You need to understand company goals before you begin your search. What is your company trying to accomplish through this new hire? Is the goal to fill a current position, to transform the position to fit a different objective, or to take on part of an overworked employee\u2019s duties? This pertinent information will allow you to craft the position description you post on social sites.<\/p>\n\n\n\n

Step 2: Evaluate Talent Gaps<\/strong><\/h4>\n\n\n\n

Next, you should examine which qualities a<\/a>re missing<\/a> from your team. Identifying the talent gaps will help you build the framework for the hiring information you will send out on social sites.<\/p>\n\n\n\n

This will also help determine which social sites to use for posting the position. There are plenty of ways to search for employees with specific skill sets. For instance, if you are looking for someone that excels in web design, you should begin by posting in technology groups on social sites like Facebook.<\/p>\n\n\n\n

Step 3: Create an \u201cIdeal Employee\u201d Model<\/strong><\/h4>\n\n\n\n

To create an ideal employee model, include make-or-break details for candidates, plus qualities and skills you would like to see. Answer questions like:<\/p>\n\n\n\n