Anyone who has ever seriously searched for talent knows that the employment landscape can quickly become a battleground. Once you have honed your sights in on a potential candidate, your competition probably has too. It's not just you, it's happening across the board.
According to a survey of businesses conducted by the Chartered Institute of Personnel Development, "The number of recruiters who said the ‘war for talent’ was an ongoing issue for them has more than tripled from 20 per cent in 2009 to 62 per cent in this year’s survey." While a third of the businesses rely on in-person business networking to find rising stars, only two-fifths of those same businesses have a dedicated strategy for mining social sites.
Could winning the war for talent mean taking the search online? Definitely! Successfully finding talent online does take smart strategy though. Do you have what you need? Review this handy list for a quick review.
Who is your dream candidate? Do you know what characteristics the ideal candidate should have? Write down the specifics, giving as much important detail as possible. This includes location, experience, prior companies, skills and all kinds of other attributes.
Do you know the right terms to source? Don't rely on the job description alone! When you have your intake discussion with the hiring manager, find out if there are synonyms for the job title, skills, etc. And once you have your answer, do some more research! Look at social profiles to see other terms. Know what terms the "in crowd" use (eg instead of Ruby, use RoR). Even better, use a talent search tool that has built in semantics, so that the software does the synonym work for you.
Are you scouring the right social networking sites? Different kinds of people hang out in different places online - and often in many places! Don't just depend on LinkedIn, but look around. Designers are on Dribbble, Software Engineers on Stackoverflow and Github, medical professionals on Zocdocs, etc, etc, etc, etc. In fact, I could put a hundred "etc" on that one! If you aren't using aggregated social sourcing (one search across all of these places and more), you'll need to have a plan for all of these individual sites as well as the generic sites like LinkedIn and Google+.
Are you hurting yourself by using "the way you've always searched"? Many of the sites which have the best candidates don't structure data like a resume. So if you're looking by job title, you might be missing lots of people! A good sourcing tool can let you use job title for ranking results, not eliminating people - can your search approach do that?
Social sourcing opens up huge potential to find passive candidates, but only if you have the skills and tools to find them. You need the right terms, the right synoyms, AND the right sites. And Swoop helps you to automate all of that. Get a demo today!