Social recruiting is taking over the world! Job boards are dead! Say ‘no’ to job boards! False on all fronts.
Whenever a new trend delivers success, it’s tempting to shift all of your resources in that direction. But the reality of recruiting is that your needs are diverse and you’ll need a mix of channels to build your workforce.
CareerXroads’s annual Sources of Hire report sheds some interesting light on the role job boards continue to play in recruiting.
- When looking at sources of external hires, referrals and career sites remain at the top of the list, with job boards a close third, providing 18.1 percent of external hires. In contrast, social media only provided 2.9 percent of external hires.
- When looking at sources with the largest amount of influence, job boards and career sites were found to have the most influence, potentially impacting nine out of the 11 other sources. Social media was found to influence seven other sources.
- Social media recruiting is interdependent and should be used to drive or influence other sources.
- Job boards continue to account for about one in six external hires, and job boards are evolving to incorporate other sources, such as social media.
So how can job boards and social recruiting play nicely together?
- Expand your reach. Job sites have already invested resources in social networking and many have active fan bases. Snagajob’s 50,000+ Facebook fans interact with us on a regular basis in their job search. Post your job openings on a job site’s social page to get the advantage of a large audience without having to spend years building it yourself.
- Borrow content. If you are going to step into social recruiting, you need to keep your content fresh or risk losing fans. You might not have time to create compelling blog posts or find great articles to link to, but job sites do. Snagajob posts new content every day that you can link to, giving you a more robust social presence without exhausting resources otherwise needed for core business functions.
- Provide more information. If you’ve built a strong social presence, include your pages in your job descriptions when you post on job boards. Job seekers want as much information about an employer as possible when applying to jobs. If you have an active social presence that gives a job seeker a better idea of what it’s like to work for your business, you could recruit better-fit applicants who are excited to work for you.
When it comes down to it, social recruiting alone will probably not meet your recruiting needs. Social recruiting should be one approach that builds off others, such as posting open positions on a job board that speaks directly to your target audience. The key to determining your mix of recruiting channels is determining who you’re trying to recruit, the level of resources at your disposal and the urgency of your need.
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