As the race for talent gets tougher and tougher, traditional recruitment firms need to adapt if they don’t want to get dethroned by freelance headhunters or 2.0 company recruiters.
For years now, traditional recruitment agencies have changed the way they recruit to stay at the top of the recruitment services available on the market. From offline job offers ads in Newspaper, online job boards, using LinkedIn and social networks, traditional recruitment agencies are now using many out of the box strategies to recruit.
What about social networks? Is it a problem not to use them? Sometimes no, but mostly yes; let’s see why.
Why traditional recruitment agencies should NOT use social networks to recruit
There are some very old recruitment firms who have an established brand image.
These firms can still work without using social networks to advertise their job offers because their brand is well known and recognized by their peers, as well as potential candidates.
Most of these firms are specialized to recruit top management and have an expanded network of potential candidates for their open positions without having to find new candidates on social networks.
Social networks could damage these established brands image more than improve it because of the image of excellence, discretion, expertise and confidentiality they have built. Confidentiality vs. social network; can you see the point?
But, as said before, there are very few of these companies and more in the camp of those who need social networks to not fall by the wayside.
Why traditional recruitment agencies should use social networks to recruit
When you hire a recruiter you’ll want at least 3 qualified applicants, quickly, so you just have to choose the heart-match. That is your right because you’ve paid for it.
What if I said you could do the same work in the same time you’ve already expended. You may reconsider contacting a recruitment firm next time.
That’s why traditional recruitment firms need social networks to find new applicants. The old school method of posting the client offer on Monster and wait for an applicant isn’t worth the cost of the so-called service. Everybody can do it, every company, without wasting time or money. So why waste more time by advertising this service? I am talking to recruitment agencies.
In the past, this was a new method to find new applicants. The past is not always better. When was the last time you rented a VHS? The past is over, get over it!
Now on Job Boards you will find people who are looking for work and people who are looking to move up and change for the better. What you need to find is talent. They are not on job boards looking for your offer; they are on Linkedin, Twitter, Facebook and a lot more!
To find specialized candidates and enlarge your network, you have to go social and create community.
Social networks aren’t just Facebook, Twitter or LinkedIn. There are plenty of others out on the world wild web. It’s on those specialized networks that you will find the best applicants, especially for in high-demand positions.
Let’s look at an example: recruit a Web Developer (Case study in my next article)
This position is in high demand and has been for the last 5 years. As a recruitment agency, you know you can’t rely solely on your own network to fill an open position. You have to go social, and by social I don’t mean LinkedIn, but Github, webdeveloper.com (If you already have a foundation in IT, because you can find every type of developer so don’t mistake one for another) or Reddit.
Feedback from a traditional recruitment agency 2.0 who use social media to recruit
“Since we use social networks to source new candidates, the results are excellent and with each new applicant found this way our network grows accordingly. Because of this, we ask with each of them who had a good experience with us (maybe a new job) for recommendations of potential candidates (similar profiles) from their network.
In fact, we are doing social network the same way we do real life networking → It’s all about the referral to find new applicants and profiles, as well as new clients.
This is a huge time saver for our recruitment team, and this allows us to present candidates rapidly to our customers.” Julien Tilly, Talent Fair – Headhunting innovation