Long gone are the days of stuffy job-salesmen with lists of telephone numbers for potential candidates, taking days to respond to an email and having a website as old as the faded sign on the door. Now the headhunters and talent resourcers must be able to connect with current and potential candidates via a much wider network. People expect to be responded to within the same day and want to feel engaged, valued and reachable.
Any brand is expected to have an online presence. This is no exception for recruitment companies, especially if you want to be seen as ‘connected’ and approachable. If your target audience (the talent) is on Twitter, then you better be posting your jobs, sharing industry news and making sure that you’re seen as valuable contact. If the recruiters are looking for new candidates on LinkedIn, then the whole team should have regularly updated profile pages with a consistent image, which includes a suitable photo.
The brand image is everything, not just for the company but for both the personal brand of the recruiters and the candidate. If you are an online presence in any forum, it is your responsibility to represent yourself in the best possible light. Your résumé is no longer just the two sheets of paper you hand to a potential employer, it’s everything you are, online.
Job-seekers want to feel valued, everybody does. An effective way of achieving this is to connect with them on their chosen social platform. Twitter and LinkedIn are both suitable for this as you can share links, follow activities and view other professional relationships. Facebook however should remain a personal network.
In-house databases of company contacts and attributed fields are quickly becoming obsolete. With LinkedIn groups, followers and company pages, it can be easy to organise your contacts into specific skills sets and professional qualifications, as well as by location and salary band.
The recruiters have to be online savvy and approachable while online. As well as the aforementioned professional personal brand, they have to be able to understand the newly developing technical and online skills that the talent they’re looking for will need for a new role.
References and Endorsements
Lastly, background checks and asking for references doesn’t have to be a long process. A complete LinkedIn profile should contain some references from former colleagues, management or employee, as well as endorsements for each specific skill.
Gail Kenny Recruitment is fully aware of the responsibilities involved in being one of the foremost travel recruitment companies in the country. We are proud to offer a host of outstanding and highly recognised clients and search for the very best talent the industry has to offer.
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