Social Recruiting – It’s not about Finding people, its about Knowing people!
I will be leading a track at next week’s Social Recruiting unconference ‘Tru Manchester‘ and thought I would write down a few of my thoughts prior to this event. It would be great to get some feedback and questions prior to my track so feel free to comment on this piece.
In my experience in nearly 20 years in the recruitment industry I have never met a really successful recruiter who was a great ‘sourcer’ but I have met several who were exceptional networkers. Social Sourcing will be covered at TruManchester in some depth and we will hear directly from some of the world’s best sourcers – just as we did at TruLondon earlier this year. I am a huge fan of these highly skilled professionals – every good recruiter should know one!
For me though, Social recruiting and in particular recruiting via LinkedIn is not about sourcing candidates via sophisticated search strings and detailed investigations. It is about using this networking platform to develop stronger relationships.
Its very simple – great recruiters combine 3 things;
- They are very well connected i.e. they know a LOT of people
- They know a lot about the above people within their network. What their background is, what their skills are and who they know.
- They are very knowledgeable. They have really invested time getting to know their niche and can hold credible (non recruitment related) conversations with senior level decision makers in their market.
When a recruiter gets this right they become highly respected in their market and as a result they become very influential which in turn enables them to be so much more effective – job to placement ratios drop like a stone and they find roles increasingly easy to fill!
I believe that recruiters who are continually ‘sourcing’ have got it seriously wrong!
Most recruiters (corporate or 3rd party) have grown up with job boards and so they naturally think LinkedIn is the same – a place to advertise vacancies and where they can search, find and approach candidates for a potential role. Whilst LinkedIn can be used this way, it is somewhat ‘missing the point’ if this is all it is used for.
All the 3 points above can be achieved through effective use of LinkedIn and social networking and this is what good recruiters should be concentrating their ‘social recruiting’ activities on.
What do you think? Am I just stuck in the past or do I have a point? If you can’t attend TruManchester next week you can still contribute by sending me your comments and questions here as well as following the Twitter buzz via #trumanchester.
If you are attending this unconference for the first time you are in for a rare treat, it’s nothing like any conference you have been to before and you will come away bursting with ideas having been inspired by the opportunity to network with many like minded individuals.
For full details of TruManchester go to www.trumanchester.wordpress.com