Full disclosure, I'm a gigantic fan of William “The Bard of Avon” Shakespeare. I’ve seen and read it all, and the amount of Shakespeare trivia knowledge inside this head of mine would astound you. I'm also a gigantic proponent of social media and social recruiting, having been immersed in this profession for several years now.
One of Shakespeare’s most famous works, Hamlet, sparked inspiration for the title above—“Though this be madness, yet there is method in it.” Although Hamlet acted crazy, Polonius suggests in this line that Hamlet is not truly crazy—simply pretending to fool his mother and uncle. As it turns out, he’s spot on. Transitioning to the arena of recruiting (pardon my venture into Shakespearean metaphor), there is purpose, artfulness and method to using social media. We understand that social media engages candidates, builds talent communities and can help define employer brand, among countless other benefits—but why?
Why, as recruiters, is it so vital we be vigilant, active and engaging on social media?
If you’re older than five years old, “Because I said so” will not suffice. Here are three reasons above all, that illustrate true method to the madness:
1) Social networks: It’s where the candidates are and will be for years to come.
2) Social media answers whether candidate-employer are a cultural match.
3) Social media enables growth in Diversity and Inclusion efforts.
As it stands, you may be finding great success in your offline recruiting efforts. So, why change? After all, “Fortune brings in some boats that are not steer’d.” Perhaps social media doesn’t suit your style, and you’ve found benefits in other areas. But with 33% of all job-seeking professionals leveraging social media as their primary tool for job searching, it’s time to steer the boat!
Avoid Becoming Laggards
Social recruiting is no longer seen as innovative; it’s merely necessity in today’s digital age—specifically for job seekers, new graduates and professionals under 30-years old. These Millennials, as their often called, see companies’ lack social media presence and engagement as lagging behind, dull and boring, even inept. Without a social recruiting presence, recruiters and companies not only miss a massive portion of the available talent—but they’re likely turning away candidates who want to work for a digitally-savvy organization, not one buried in the 16th century.
If there’s one thing social recruiting does well, it ensures the right cultural fit on both sides. Candidates see an employer’s social networks and can instantly recognize if they’re a fit. Conversely, employers can gain insight into candidates’ hobbies, personality, professional experiences, work/management style, leadership potential and perhaps even past discretions. “As truth and beauty shall together thrive,” so too shall candidate and a company with matching culture.
Enhancing Diversity and Inclusion
To do or not to do social recruiting, that is the question. 22% of all internet users have LinkedIn profiles; Facebook attracts 71% of all internet users. Furthermore, 13% of Hispanic internet users visit LinkedIn regularly, a number that jumps up to 73% on Facebook! This is hardly the tip of the diverse landscape but, if building upon Diversity and Inclusion is an initiative at your company, then recruiting via social media must factor into your recruitment strategy. Different populations, demographics, and cultures from across the world regularly use social media. You can now find these individuals with the click of a button.
Quite simply, social media is just too darn easy not to be using it, simply too big to ignore, and the benefits are astronomical. If, however, this has failed to convince you otherwise—then do it because I said so! Ah, “The wheel is come full circle.”
Post contributed by Andrew Rojahn, Cielo Senior Social Media Specialist.
Connect with Andrew on LinkedIn and Twitter.