The term social recruiting or social media recruiting generally describes all recruiting measures that use social media channels and is one of the most important trends in recruiting in recent years. What exactly this means and how to avoid failures in the area of social recruiting follows below.
Social recruiting is a very good addition to your own recruiting strategy and is particularly effective at activating candidates who are not actively searching. However, you should always consider other measures, such as job boards and other advertising measures. Both should ideally be done with scalable models, such as those offered by cost-per-click providers.
By combining a variety of measures – all of which need to be tailored to the target group – oman telegram data you can reach your target group in the best possible way.
What exactly is included in social recruiting?
In general, the term social recruiting can be divided into two areas. On the one hand, we have direct social recruiting. This includes all measures in the area of active sourcing - i.e. directly approaching candidates via social media. On the other hand, there is also indirect social recruiting. This includes all measures that are intended to generate applicants through advertising on social media. I am deliberately excluding the pure maintenance of a social media presence here.
Overall, it can be said that the social recruiting market is already showing signs of oversaturation. This is particularly evident in the area of direct social recruiting. Good candidates with rare skills can hardly escape from - often run-of-the-mill - requests and no longer respond to requests or turn their backs on the relevant social networks. This is because more and more HR consultants and recruiting departments are approaching candidates and there are also corresponding tools that carry out approaches in a partially or fully automated manner.
Here is a rough summary of the most relevant advantages and disadvantages of direct social recruiting: