Mobile Menu

How to Incorporate Social Media into Your Recruitment Process

From LinkedIn to video CVs, recruiting has gone beyond the

Social Media | CVid
Courtesy of bplanet

traditional CV submission and interview. In fact, a 2014 Jobvite study revealed that 51 percent of recruiters plan on increasing their mobile recruitment investments. Find the best talent using social media in a variety of ways from marketing open positions to screening candidates. Mobile recruitment processes make the most qualified candidates in the job market accessible whether they are seeking new positions or not.

Branding During the Recruitment Process

One of the most important aspects for both applicants and recruiters is branding. For recruiters, the personal branding of job applicants provides insight to job seekers’ social spheres and influence. A candidate’s online presence is a good indicator of compatibility for between the candidate and hiring company. Use social media as supplemental research to a CV alongside a simple Google search and it may disclose any red flags concerning an applicant as well as a quick browse on Facebook for unseemly photographs or behaviour.

On the flip side, your own corporate branding influences top-notch applicants’ perceptions of their potential new work environment. Ensure your company’s image is complete, polished, and professional. Advertise the perks of your corporate culture and try to maintain your reviews on websites like The Job Crowd. If your company receives any negative reviews, respond thoughtfully and positively. When recruiting on external sites like CVid or CV-Library keep your branding image consistent and recognizable. CVid offers branded corporate pages to keep your image streamlined while CV-Library offers a media centre to make integrated branding simple and fast when onboarding new talent.

Recruitment On-the-Go

App stores are becoming inundated with recruiting tools. Avoid getting bogged down by the excess and rather focus on the solutions that are right for your recruitment process. Interview Assistant allows you to build candidate profiles and interview questions, using either your own or any of the 250 pre-set questions. You can also track the progress of multiple interviews and rate candidates, however, they fail to offer video response submissions which simplifies screening applicants. If your company is large enough to warrant its own hiring app, consider getting one created by an industry-specific developer.

Recruiting on-the-go is a simple way to stay connected with applicants throughout the hiring process. Applicants are very mobile nowadays and are likely to check the status of their applications throughout the day as they anticipate a call back.

Stack Your Candidate Pool

Ensure you only have the best candidates to select from by utilizing a number of online services. LinkedIn offers a proactive recruiting tool that allows employers to search by region, industry and other qualifications to find the best candidates, even if you are not actively job-seeking. You can even communicate directly through LinkedIn to pitch a job opening. CVid provides an applicant tracking system that allows you to quickly filter the best candidates by viewing their video CVs. This pre-screening interview tool is customizable to fit your exact recruiting needs.

As you maintain a list of qualified candidates for open positions for your company or client using a quality applicant tracking software gives you the ability to manage each candidate effectively and fit him/her in desired roles. Applicant tracking software enables you to sort candidates by salary requirements, start date availability, and more. Personalized and unique applications process like CVid enables you to tag and comment on each video response for an even more effective means of maintaining your qualified candidate database.

Leave a Reply

Your email address will not be published. Required fields are marked *

You may use these HTML tags and attributes: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <strike> <strong>