The high volume demands of recruiting in the 21st century drive hiring professionals’ search for the next best thing for finding talent. Recruiters have always been quick on the uptake when it comes to new and innovative technology, especially if this technology makes it easier to stay connected. Lately, there’s a lot of buzz surrounding social recruiting and mobile recruiting – and many recruiters are blindly jumping on the bandwagon. But what’s just buzz, and what will become a permanent part of every recruiter’s toolbox?
Mobile Recruiting, Mobile Recruiting & Social Recruiting
If you don’t know what I’m talking about when I say “mobile recruiting,” don’t feel bad. Though you’ve clearly been living a rock, I think it’s safe to assume you aren’t alone. So before we answer my larger question, I think it would behoove us to establish exactly what we’re talking about.
When talking about mobile recruiting, there are two distinct things someone may be referring to. Mobile recruiting usually refers to tools and best practices for managing the recruiting process on the go. However, mobile recruiting can also refer to marketing and recruiting strategies that leverage SMS, QR code and mobile technology (a relatively new idea in the industry).
Social recruiting is the all-encompassing term for strategies leveraging social media outlets for sourcing and recruiting candidates. Some might argue that social recruiting is only reinventing the wheel – as hiring professionals have always drawn on their social networks – but this is something different. Social media is taking the wheel, and bringing it out of the Stone Age.
Mobile Recruiting: Getting Beyond Apps
Mobile SMS and QR code recruiting is getting some serious attention in recent months. Many of the big-name innovators in talent acquisition are on the quest to get candidates using smartphones to connect with their organizations. However, recruiting leader and sourcing consultant Geoff Peterson says, “The technology’s not 100% there.” A lot of time and energy is going into developing this new avenue for recruiting, though, and I expect we’ll see more developments in the next year or so.
Social Recruiting: Plan for Your Slice of the Pie
Though recruiting has always been social, social media has opened an entirely new can of worms. And if you want a piece of the social recruiting pie, there are a few things you should keep in mind:
- You need a strategy. You may have a Twitter account, but that doesn’t mean you have a social recruiting strategy.
- Don’t bombard, engage. Anyone can post “an exciting opportunity” on LinkedIn. If that’s all your using your social media accounts for, however, you’re going to lose your audience fast.
- Keep the social in social media. You can get all the Facebook fans and Twitter followers you want, but unless you’re engaging your network, they’re just numbers.
Do Social & Mobile Really Create an Improved Process?
Amidst all the social and mobile recruiting buzz, everyone is talking about an “improved process,” and gushing over the benefits of all of these great developments in recruiting technology. But this phrase strikes a chord with me. What, exactly, dictates “an improved hiring process?” Will all of these nifty apps and tools continue to drive the high-volume recruiting demands of the 21st century? Or will the automation of the more tedious processes give us the time to shift the focus back to what recruiting is all about (getting to know people)?
Based on your answer, you’ll be the one to decide what hip new trends are worth investing in.
About the Author: Kyle Lagunas is the HR Analyst at Software Advice. He blogs about trends, technology and best practices in HR and recruiting by day, and enjoys cooking for friends and family by night.
To read this article in full, take a look at Kyle’s blog: Social & Mobile Recruiting: Beyond the Buzzwords