What is the ROI of Social Recruiting?

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In “Sustainable Staffing,” Theo Rokos and Greg Rokos quote Dr. John Sullivan saying “social media tools are one of the top most powerful recruiting tools.” He claims that 95 percent of all social media recruiting occurs on LinkedIn, Twitter, and Facebook.

Candidates who come in through social media are typically more interested in and involved with a company’s business, values, and brand than those coming in through other avenues, simply because of the participatory nature of social uae phone number library media. They may be following your company on Facebook or Twitter, be in some of the same Linkedin groups or Google Plus circles with employees of your company, or you may have found them through a social aggregator that matched your position’s keywords to keywords on their resumes. Yet for all of the apparent value of social media, calculating the ROI is not an easy task.


What is Social Recruiting, Really?

Social recruiting is a term that encompasses a variety of social media avenues for sourcing and recruiting candidates. It may just be a blog post on a company’s website that mentions they need five more customer service representatives to expand their customer service department. It could be an alternative to or in addition to job board postings. Or it could be a strategic plan to develop corporate profiles on Facebook, Twitter, and LinkedIn that are managed by marketing and human resources to build an employer brand and support the corporate culture. Some social recruiting methods may not have much cost at all, such as a recruiter’s Twitter account used to announce job openings; while others, such as a LinkedIn Recruiter subscription, may be a significant expense.