Social Sourcing: your new recruitment routine

Are you an overworked recruiter with high goals? Are you waiting several days before getting specific feedback from your colleagues on their talent needs? And do you often wonder what are your chances of getting candidates who are good enough to become your future employees?

The fact is that you lack information on the personality of your potential candidates (soft skills, interests), not to mention the time lost chasing this valuable data with your teams or on the internet.

So what is the solution? 3,2,1... The SOCIAL SOURCING !

Social sourcing in HR: What is it?

First, let's define the HR sourcing, which is defined as a digital recruitment technique consisting in identifying profiles for recruitment on the Internet and its various platforms.

Social sourcing is therefore defined as a sub-category of HR sourcing, i.e. a digital recruitment process consisting in identifying and recruiting specific profiles on social networks, thanks to the information provided by the candidates about them.

Quick question, what is the first and last thing we do every day? Take a look at our social networks, right? What makes these social platforms powerful networking sources? The size of their audience, of course!

Indeed, monthly active users represented 2.91 billion on Facebook, 1.28 billion on Instagram, 774 million on LinkedIn, and 330 million on Twitter.

But how many job seekers are actively using social media to look for new job opportunities?

79% of job seekers use social networks to find new job offers.

1. Save resources and time.

2. Engage with candidates prior to the interview.

3. Play transparency.

4. Establishing and maintaining relationships.

5. Building the employer brand.

How and why to exploit this social sourcing opportunity? Here are 5 reasons:

1. Save resources and time

Whether you are a start-up, a medium-sized company or a CAC40 giant, finding candidates through social networks not only facilitates your recruitment, but also saves your resources and time unlike traditional sourcing. Businesses around the world are beginning to realize the importance of social sourcing for their talent acquisition needs. According to the annual survey of CareerBuilder on recruiting via social networks, 60% of employers are already using social media to research and recruit candidates.

2. Engaging with candidates prior to the interview

It's not possible to list all the experiences in a one-page resume. Engaging in a conversation with the candidate prior to the physical interview and reviewing the information provided on their profile can help you gain more information about the candidate and therefore further guide and energize the interview.

3. Play transparency

By browsing the various profiles on social networks, such as Facebook or LinkedIn, you will not only get professional information about the candidate, but also information about the personality of the candidate. The advantage goes both ways, as the candidate can also learn about their future recruiter and immerse themselves in the company's culture. So don't neglect your employer brand.

4. Building and maintaining relationships

Whether you hire the candidate or not, having a “social” connection helps you maintain a future relationship with the person. The candidate may not be interested in the current opportunity, or vice versa, but chances are they will be a match for your future job opportunities.

Therefore, sourcing candidates on social media and, subsequently, maintaining the social relationship helps you meet your future talent acquisition needs.

5. Building the employer brand

It is essential for maintaining a relationship with old and new candidates and for developing a positive image of the company. In addition, the dissemination of corporate culture on social networks and the frequent communication of new job offers increases the interest of candidates in your positions and your company.

According to the Society of Human Resource Management :

• 84% of recruiters are already using social networks for their recruitment needs (9% plan to do so).
• 82% use social networks for recruitment of passive candidates.

Tools such as Seeqle propose to automate the entire recruitment process by making it possible to create targeted job advertisements and to automatically broadcast them on social networks.

To go further on recruiting on social networks, read our white paper.

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