Every company out there wants to hire superstars – the “Michael Jordan of coding”, the “Usain Bolt of design” or the “Dan Marino of online marketing”. But people of this calibre are hard to find and if you do find them, they are likely to be employed elsewhere.
The competition for superstars is tight. That’s because there’s a shortage of amazing people. So, how do companies use the web and social media to find their next star employee?
Hire faster and smarter
Unlike traditional classified recruiting ads, social media can be a fantastic tool to discover passive candidates. These are people who already have a job but are open to a new position if the right opportunity comes up. Nearly half of all currently employed candidates are passive candidates.
There’s also the issue of time. Rather than wasting hours digging through piles of resumes, you can use social media to find the most talented candidates, thus cutting through the clutter. This will save time and money.
What no longer works?
Sure, you can use an online job board like Craigslist but the results won’t be much different from publishing an ad in a newspaper. You’ll still get a high number of resumes and will still need to go through them and see if you can find a least one or two quality candidates. This is ok if it’s what you want, but it’s not the most effective way of hiring online.
LinkedIn, Twitter, Facebook, in that exact order. These three are great tools to help you locate potential candidates.
Out of these three, LinkedIn is the most powerful as it is a social network created for business purposes. People love it because it makes it easy to connect with the right people, whether they’re potential business partners or employees.
What’s great about it is that instead of waiting for candidates to apply for a job, you can get out there and search for the person. If you have an upgraded account you can search for candidates by their recommendations, which is very useful as you can determine if someone if worth bringing in for an interview. In short, it allows you to go headhunting.
Try the LinkedIn advanced search, you’ll love it. This powerful search option allows you to refine your search based on things like years of experience, previous employer, job titles.
Get your know your candidates a bit, see where they currently work, what their experience level is and maybe also what events they’re planning to attend, you never know when you might ran into them.
If you get it right, you should be able to snare exactly the sort of talented person you’re looking for.
Twitter also has a huge potential for hunting down potential employees. For example, your company may be looking for a web designer at its London location. Write a short message like “hiring web designers” followed by a hashtag like #hiring or #job or anything similar. You can also use the Twitter advanced search to search for potential candidates, but to get really in-depth information about them you’ll probably end up heading over to LinkedIn.
The creative approach
These social media tools are all great but if you want to stand out from the crowd you may want to try a catchy approach.
For example, GCHQ, the intelligence agency, came up with a challenge for its potential candidates. The agency posted a code online and asked people to crack it.
This not only went viral but it also helped the agency find and recruit a new generation of tech-savvy spies. This is an excellent way of reaching people who might not have thought about applying to work at your company, and also creates a media buzz about your company.
It’s not an easy thing to get right, but if you do it can increase your firm’s profile massively.
The web has changed the way companies find employees, and if you are not taking advantage of all it has to offer you are likely to be missing out on the top candidates who will be scooped up by your more innovative rivals.
- License: Image author owned
Guest post by 123-reg.co.uk blogger Alex Gavril.