Social Networks Forcing the Hands of Employers

[Joywtseo421]

It's my contention that the growth of social networks has led to a new openness in the sharing of information and the access to that information has meant that employers are effectively forced to partake in the conversation. Before the growth of this new communication form companies controlled the flow of information and with it the entry and exit points to information relating to their staffing; now they are up for discussion and comment.

It is in being, or attempting to be "social" that I see some recruiters struggling, or at the thailand phone number library very least being ineffective. Sourcing using social networks should be a pervasive part of how we reach out to an audience of potential candidates. Their unique properties that allow us to enter into conversations with applicants is exactly the reason they are superior to the job boards of old, and exactly the property that is being ignored. Here, in no particular order, are a few of my current pet hates of behavioural anti-patterns I see when recruiters are using Social Networks.


Bad Practices on Social Media - 6 to Avoid
1. It's a natural human trait to find the easiest path, to not have to repeat the same actions over and over again. If you're looking for a role you feel is generic there is a tendency to make your messages generic too. Specifically with LinkedIn there is a tendency to cut and paste messages. While this will get your message to more people you won't get the response rate because people don't like to feel like they are generic - especially if that message calls out the candidate's "unique" skills then treats them like one of the herd, credit the recipient with some intelligence - they will know the message is a duplicate.

2. Social Media lets us learn a tremendous amount about a person before we make that important call. Why then do some just rush to the first contact? Using information that is out of date, or ignoring key parts will just be a waste of time. If you call a a candidate and ask about the extensive work in C++ he did at university 12 years ago and not refer to the 5 most recent years he's been coding in Ruby, you shouldn't be allowed near a telephone.