5 Reasons for Recruiters to Monitor Social Media

Traditional methods of Recruitment are gradually being replaced by Social Media, seeing as it is a new era that is evolving at a fast pace. The task of a Recruiter just got easier and more fun. Never before has obtaining contacts been so simple and acquiring Candidates of calibre is now easy too.

If you thought that Social Media was only for portraying your social presence and to catch up or mingle with your friends, well think again. Owing to the huge success that is Social Media and its ever responsive users, even Business owners have realised the potential of Social Media and its effectiveness in marketing their products.

So before you post something on your page, stop for a minute and analyse your posts because even employers are active on these sites. What you post is evaluated and viewed at the time of job hunting too. And don’t think that this doesn’t apply to you because you’re a Recruiter in fact it mainly applies to you as you’re representing your company.

As a Recruiter part of your job description usually requires you to not just monitor Social Networking sites but to build your network as well. And the way to enhance the quality and quantity of your Connections is through Social Media. So why monitor Social Media?

5 Reasons for Recruiters to Monitor Social Media

Online Presence

Well if every second person is active on Social Media you too are probable there; working hard to collect potential candidates for your company. Well even employers and their competitors are fairly active online but for branding. Doesn’t this make you wonder, what a small world we live in? Everyone you’d want to contact and the ones you wish didn’t get in touch with you are all there doing the same thing, you do. Thus your presence or the company’s is equally important hence be cautious and professional on the page at all times.

Monitor the Online Presence

With similar companies mushrooming in different pockets, it is absolutely essential that you know and have first-hand information on the latest developments in your connections and that of your competitors. Hence, the proverb, “the early bird catches the worm” holds true for anyone in the Recruiting business and for a company’s competitors too.

Track Candidates

Although Social Media has made the task of reaching customers fairly easy it also requires you to monitor them so that you are targeting the right people with your job specs. This is important especially when you have over 2 billion people active on Social Media sites with different interests and counting. You don’t want your efforts wasted; you want it to be worth your time and effort spent, to achieve the best results and being cost effective. You don’t want to market to the wrong people and risk losing potential Candidates while simultaneously affecting the company’s reputation.

Get Queries Resolved

Resolving the queries that potential Candidates bring forth via interviews is a part of the Recruiting process but a vital one. This is because it plays an important role in the Candidate’s decision making process. By giving solutions you speed up the process and are likely to land with the desired Candidate at the right time, before they are picked up by another company. Let’s face it acquiring good talent is not a common occurrence but rather a rare one.  If you’re a Recruiter you’d agree to this statement.

Identify New Marketing Opportunities

The Social Media platform is filled with endless opportunities that haven’t yet been discovered, so why not be the first to use it to your advantage. This will automatically filter out those competitors who haven’t yet encountered this method before they catch up with you. This will give you access to the best pool of Candidates available at that time and that too with the right calibre.

Like I always say explore all your opportunities before you decide on one and stick to it and even then explore some more. As you will never know when that effort will pay off and land you with a suitable and adequately qualified employee. So look for a way on how you can convince him / her to join your company or risk losing that Candidate to another instead. You definitely don’t want that, now do you?

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