Who is a Social Recruiter?

Social Recruiters for Social Sectors:-

The world of recruiters is changing at a breakneck pace, and the recruiters who will succeed in this brave new world will be the ones who prioritize an all-encompassing outlook for social media recruitment rather than getting caught up in a bunch of apps, books or handy tricks.

To this end, every time we talk about social media recruitment tools in this book, I want you to consider them in the overall context of the recruitment world. Why is it essential to adopt a macro-view of the recruitment world rather than specific apps or tools? For an example of how looking at the bigger picture plays out in real-world recruiting to provide us with fresh, competitive new ideas:

Say, for example, a post office or school or even public health causes seeking volunteers are on the lookout for quality talent in a remote area with limited infrastructure. What do they do? Right now current government practice is to take any prominent member of a local village or society and appoint him or her as the vital recruiter for their social sector processes.

What happens here is that this particular individual may or may not be qualified and trained to recruit critical people for these social sector processes in an efficient and useful manner.

Not having a skilled trainer or HR recruiter to prime this key individual for their position as a leader/recruiter of this local social cause/process will result in a lot of money leaking into the system without — but there will be no significant results to show for it.

This money may be used to line the pockets of people or agencies who are not doing anything to help further the social cause. Perhaps this money is used inefficiently to hire incompetent or irrelevant social services for that particular cause.

Let’s take the example of an NGO. How can they hire relevant talent without spending significantly or having precious funds leaking out to unscrupulous parties? One out of the box solution is to provide a recruiting agency or an outside training entity that can identify critical local players and train them in a manner that will equip them to take action. This is particularly true of the villages or small towns there are not any role models for professional or active work style. Unless these local people taught the value of professional, diligent work — and what it looks like in practice — they would not be able to understand the importance of having a solid work ethic. This would result in money continuing to leak out of the system.

However, if there was an outside entity with extensive recruitment and HR management experience who trained the key individuals involved in a social cause or enterprise, then the critical individual stands a chance to become an ambassador, leader and even a recruiter in that community. They would then be able to refer suitable people to the government agency or NGO. Due to their local standing and high regard in that community, such people would have much more respect, trust and persuasive power in that community rather than someone who is just appointed by the government and brought in from outside — but may or may not know the local dynamics.

“Using the principles of recruitment

in a social cause for social upliftment

is a highly innovative idea that has not been discussed or used anywhere else in India today.”

Such ideas are at the cutting-edge intersection of the healthcare and recruitment worlds. The possibilities for collaboration are endless here and most importantly — implementing these methods is both cost-effective and logistically efficient.

Since private agencies would be able to pay such individuals much better than an NGO or a government-run organization will, it makes sense that the training and selection process taught to the key individual who is the appointed leader. This person would then be the ambassador and the implementer of the NGO or social cause’s mission, and because of the training provided, they would be able to share the entire concept and goals to the rest of the community as a trusted leader as people are more likely to follow a leader they know and love.

Such tactics ensure efficiency as everyone is doing what they are good at — NGOs will be able to focus on rolling out their campaigns without worrying about recruitment. Recruitment agencies who are experts in hiring will get a new avenue for work. The individuals involved in training and leadership from the local community will create jobs and help uplift the city where the initiative takes place.

This level of higher thinking is essential for those in the recruitment field to help them come up with innovative ways of bringing the working world together. Let us take this thought process one step further and examine how recruiters can mobilize the tools and resources at their disposal to reach a higher level of thinking when tackling new-age recruitment challenges.

New Age Thinking for Social Recruiters

Recruiters invest a considerable part of their life into their recruitment consulting jobs or businesses. Today, more than ever it is essential to put all of your energies as a recruiter in finding the right people for the proper role in an organization. Failing to do so will create the most significant bottleneck in the growth of your organization and the achievement of recruiters’, clients’ and job seekers’ dreams.

At the macro level, there are a lot of aspects of recruitment that would need to be considered and internalized by a social media recruiter and start a new Chapter in the world of social recruitment.

The following aspects would require mobilizing the new age recruitment challenges:

1. A Must Have Out-of-the-box thinking by social recruiters:-

How does a social recruiter need to think? In a nutshell, let us look at how recruitment approached in earlier times. The conventional method of contacting hiring and recruitment involved putting out information on job boards or flyers or during in-person recruitment drives with minimum outbound advertising.

Then came the contemporary method of hiring in recruitment Industry. This method involved a limited amount of social media and outbound advertisement and word-of-mouth delivery. However, the whole current system is disjointed. Social media and personal connections are not being used to their full potential.

Although social media has helped bring people together and given recruiters access to a lot of talent that was previously unreachable, it has also provided a way for lazy recruiters to use social media as a crutch for avoiding face to face communication and personal contact. Even those diligent recruiters who understand the value of personal connection and social media may not have the training or know-how to be able to integrate the two together.

The new age social recruiter of tomorrow will not only be able to work with social media and online technologies efficiently, but they will also be expert at integrating the offline and online recruitment worlds using social media tools and resources at their disposal by employing the higher-thinking skills we discussed above.

2. Social Strategies for Hiring Star Talent through Social Platforms:-

It is one thing to have access to global labour forces and audiences. No doubt, collaboration has made the pursuit of quality talent much simpler. However, it is a whole different game to be able to skilfully attract the kind of people that you need with the use of the online social medium.

Let’s take a page out of the marketing industry’s learning over the past year. As a lot of advertisers and media companies have quickly learned in the last decade, passive form of communications is on its way out. Gone are the days where a recruiter or an advertiser can just slap the content on a website or a portal and expect to receive a response.

The sheer mass of people using the Internet in the world today means that a recruiter would have to use very active, out-of-the-box strategies to be able to conquer the social recruitment world of tomorrow.

3. Social Recruiter should use Social Recruitment Tools effectively:-

As newer technologies and capabilities emerge in the growing field of social recruitment, it is crucial for a recruiter to stay abreast of all the technological changes. Tools are only tools — they cannot alone ensure HR recruitment success. However, the ability to harness cutting edge technology and use it artfully to recruit new talent can give a recruiter dangerous edge over his/her competition.

Bear in mind that tools are not just limited to technology and gadgets alone. Any system of thought or any useful product, service or technology that can leverage a recruiter in their quest for superior talent considered as a tool of the recruitment to trade.

This includes platforms that provide social recruitment analytics, theoretical frameworks that guide the recruiter’s thought and work process as well as the traditional concept of tools such as mobile devices, apps and internet platforms. We will be discussing all of those tools in greater detail in later parts of this book.

4. Social Recruiter should Leverage different Social platforms:-

In any conversation about social media, where will we be without talking about the different social platforms that people use to interact online?

In the past ten years, there has been a massive explosion in the way people live and breathe social media. Today, savvy users are continuously connected to the web whether they are at home having dinner, or outside at an event taking a Facebook live video or in the professional setting communicating in real time on LinkedIn with a skilled professional.

Online portals like Facebook, LinkedIn, Google+, Manpower, Randstad, Fiverr, Behance and the likes — all of these portals are windows into which recruiters can glimpse fresh talent and draw them to eagerly awaiting clients.

In a nutshell, the world of social recruiters is changing at a breakneck pace as with technology complexities of hiring shall also grow and the fight for talent is not going to be limited locally. Social Recruiter has to manage complexities smoothly and keep upgrading technology and social skills and not restrict himself only to social media which is just one part of the whole game.

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