Social Media Recruiting: Using Facebook as your recruitment tool.

With an average active user strength of more than 1 Billion, Facebook is generally viewed as a platform for engaging with our friends. A lot more can be done from a recruiter point of view if you choose to use this platform for your recruitment process. So, How do you find the right fit for your recruitment process using Facebook? Here’s a basic guide that helps you do the same:

 

Using dedicated Facebook pages must be a definitive part of your long-term strategy for recruiting. You must first try to build an image for your company and concentrate on building followers. This can be done by giving a sense of value to your audience regarding the posts you will be sharing with them. You can market your services and post your job ads . Coming from your page it holds a lot of value to your audience. You can also use others tool for swift and specific purposes.

 

The“Facebook Marketplace”is another service you can try. Most people are only aware of Facebook ads to target the audience for the job position, but the “Facebook Marketplace”is also a better option if you want to post your ad for free. You have to fill this basic information about your job posting: job title, location, the category with a small description about your job particulars. The main difference between a “Facebook advert” and a job posting of this type is that you cannot target your set of audience for this type of posting. So, if you are short of time and are need of an aggressive approach you can try “Facebook Adverts”.

 

By far Facebook Adverts are the most efficient way to go about your business as a recruiter. Given that they charge good bucks for their service, it has to be said that “Facebook Adverts” are the super-effective and economic compared to Google Ad words and other similar platforms. The most important thing about these adverts is its ability to literally pick the target audience. Being one of the largest social media platforms it can give your advert an extraordinary reach coupled with a laser-like targeting capability. You can target your audience based on their location, gender,sex, their interests,their digital activities and what not. For example, if you are in search of a candidate for a senior level position living in or around Florida; you can show up your ad only to these folks giving you a good chance of getting a lead . But make sure that you did not narrow this search too much as you might be missing on a word of mouth factor associated with a wider search.

Some Do’s and Don’ts of CV Writing:

A CV is a like a window through which a recruiter chooses to look at the candidate. By far, it is one of the most effective forms of presenting your skills in a documented form. While a well formatted C.V improves the chance of giving your best shot, a bad C.V will definitely shut the door.

Here are the Dos and Don’ts we have composed to assist you in composing a better C.V:

Dos :
Check out the recruiter, get to know his requirements and compose your C.V with respect to the job you are applying for.

Start your C.V with concise details for communication i.e. your e-mail, telephone, fax and address.

Use positive language, start your sentences with action verbs and minimize the use of pronouns. For example start your sentence with “Executed a major project with a team …” instead of “I was a part of an execution team…”

Bullet points are easier to read; use them to highlight your achievements and responsibilities from your recent jobs.

Put your most recent job experience followed by others in timeline making it easy for the recruiters to check your relevance.

Include the time periods of your jobs with dates; leaving out gaps can give leeway to a thought that you are hiding something.

Take a special care on the layout of the document. A crispy and effective layout not only makes it easier to read but also improves the look.

Don’ts :

Don’t make your CV too long or lengthy to read. Two pages is the accepted, three is okay but only if you cannot make it into two.

Using a personal e-mail Id to submit your application is a big no too, use a professional one instead.

Don’t include the salary expectations, it is always better to discuss in or after your interview.

Don’t lie. We cannot stress this one more. Employers are equipped with their own methods to check the information. Make sure that the information you have provided is true to the last word.

Last but not the least: Never skip the grammar check.

Job posting is not as effective as you think it is. Here’s why:

An age old way of sourcing candidates for the job starts with giving the call: “Vacancy advertisements” in newspapers, it has soon evolved in to job posting on specialized editions and later into online relevant job location portals. The system follows a familiar way: Invite applications, schedule interviews and select the best fit in the lot. This method has served its purpose for decades now and is almost on the verge of becoming obsolete.  Of course there is no harm in employing this method but you certainly will not reach your recruitment goals of sourcing good candidates, if this is the only method you had to use for sourcing the right candidates.

It has been found that there are not more than 30% of applicants who are in an active pursuit of job; the remaining 70% of the club is the combination of folks who are not in an active pursuit i.e. employed people who are not in search of jobs and also the folks looking for better positions. So basically by resorting to this age old practice of job posting you are only targeting those 30% of active job seekers and are most probably missing out on the majority. It was also found that more than 45 % of the applicants who respond and apply to your job posting do tailor their resume to suit your needs i.e. they are under skilled.

Statistically speaking, 45% of 30% is not good by any means, isn’t it? The fact that everything we said above is under the assumption that your job posting is visible (which is usually not) to all of this 14% of active applicants must worry you too. You do not get hold of the best candidates here. Not only that your exposure is very low, there is not much in your hands except for waiting. Yes, there was a time when job posting was effective but that was when it was the only go to option for sourcing. Isn’t it wonderful if you can get access to all the best candidates where entire control lies in your hands regarding the qualifications you need?

Yes, you bet it is. The process is C.V Sourcing and you can find more about it here.

The Evolution of CV Sourcing

The whole process of recruiting comprises of two areas in general: Sourcing and Selection. Sourcing is a process of extracting the information of suitable candidates and making it possible for them to attend the selection process.

Let us first get a hang of the recruitment process to get an idea about the evolution of CV Sourcing and gauge its importance. The process of recruiting dates back to the early days, Julius Caesar himself is said to have implemented a referral scheme; gifting each of the soldiers for one fellow soldier they bring into the army and that is how sourcing suitable candidature is taken care of.

For the most part of the successive years, this referral system has been pretty handy in filling the vacant positions. The pre-50’s, where industries are often in the demand of workforce in large numbers gave rise to wanted boards that hung in front. This period is followed by the coveted 60’s where advertising the jobs in local newspapers for sourcing candidates is practiced. The following 20 years paved the way for the recruitment consultants, who day in and day out had to squeeze their work hours on the telephone, sourcing candidates using then methods of specialized magazines and job boards. These methods were okay for those times, but as the job market grew in 90’s, online job boards made it easy for the employers to reach job seekers. The considerable increase in the internet users helped this process too. Fast forward 10 years, sourcing candidates using online job portals with an able support from platforms like LinkedIn became a norm now. But as the job market today grew by leaps and bounds and cut throat competition associated with it, these methods of operation prove to be ineffective. Yes, they are not good as they seem, period. Puzzled? Check out our next post in the series to find out the reason.

Click here for our next post:  The Importance of CV Sourcing.

Why Outsource your Recruitment Process?

True that you have a well built a strong H.R team who are well versed with your company and also are well aware of your company needs. But a more fundamental level there is a small difference between knowing the problem and finding the solution to the problem. Especially in a market where the talented individuals are very hard to find, it’s rather a herculean task to find the right fit. Do you really think your H.R. team can manage this task all alone while simultaneously managing their other responsibilities? No, not really possible.

Scaling up your H.R team might seem like a worthwhile approach. But that doesn’t sound practical too. Most of your recruitment needs are short term and employing a permanent team to aid these short term needs doesn’t sound practical. Does it? It’s a twofold problem: You need an expert team to handle your specific recruitment needs and you want them dedicated to your company which is essential for better results. Here’s a simple solution to tackle this problem: Recruitment Process Outsourcing Services.

A Recruitment Process Outsourcing Service (RPO) is service where you outsource your recruitment process to an external service provider, a group of professional experts who dedicatedly work towards a common goal of finding the perfect fit for your company. Equipped with a huge network and all the advanced technical facilities, they have an unparallel access to everything that helps in doing their job in the best possible way in a short amount of time. They literally search entire world and make it possible for you to get access to the right talent. Being the Be it, the highly technical works like Sourcing data that calls for a dedicated personnel or high-profile works like “Executive Search‘’ that demands for a professional help, a RPO service provider saves both your time and money while delivering a seamless quality service.

The fact that RPO Services is estimated to grow by more than 50 percent is the next few years shows how welcoming the market proves to be. Going by this stat, its high time companies start to avail the RPO Services, because while you are just contemplating the benefits, your competitors might have gone ahead with flow to reap the rewards.

Elite Recruiter

RPO services, we provide permanent Experienced recruiter(s); with all the necessary skills, tools and technologies for recruitment process. Here the dedicated team or dedicated resource will work as your shadow team in India to support your recruitment process achievement

RPO

The team or resource we provide will settle in to your values and process and convey accurately according to your needs with pre set and settled performance criteria. Working like an extension to your team, the dedicated recruiter can support you in:

Benefits

  • Source, review and evaluate resumes
  • Conduct phone interview to identify capable candidates
  • Develop and keep up high-level information of current technologies
  • Make reports as looked-for
  • Advertisement: Job posting the requirements on to job portal and complete internet search
  • Filter: Resume screening and response handling with Technical Check / Skills Match
  • Interview: Call the short listed candidates to check their availability and discuss the requirement
  • Negotiate: Negotiate rates with the consultants as per requirements and submit profiles to your account managers
  • Response Tracking & Reporting: Regular reporting, response management and coordination, Passive Search
  • Strong customer service skills