Susan Vitale, Chief Marketing Officer at ICIMS, contributed this article to BusinessNewsDaily's Expert Voices: Op-Ed & Insights.
The talent acquisition landscape is evolving at a dizzying rate — social media has dramatically changed the recruiters approach to the ever-growing talent pool. According to recent statistics, 14.4 million people used social media to find their last job and 73 percent of employers successfully hired candidates through the use of social media — with environments like Google+, LinkedIn, Twitter and Facebook leading the charge. With the increasing number of qualified candidates using social media for job search purposes, more and more organizations, especially small businesses, are leveraging the technology to get in front of top talent.
Traditionally, a company would post a job on their website and then choose from a myriad of job boards (local and targeted) to attract candidates. Similar to placing a want ad in a newspaper, the organization would have to pay a fee each time it published on a job board website. So, those with tight budgets would usually stick with a one-time posting, which quickly end up getting pushed to the bottom of the list chronologically as newer job postings populated the site. As a result, even few candidates would get to see the job opening and ROI suffered greatly.
Companies are now stepping away from traditional recruitment advertising venues and have found better value and exposure from promoting their jobs socially. This means getting both the company, and often times their employees, to advertise open jobs through their social networks on LinkedIn, Facebook, Google+, and Twitter — as well as over 300 other emerging sites. Recruiters can post their company's job openings, as many times as they want, through any or all available social media platforms. Organizations can take it one step further and encourage their employees to share job openings on their own social networks as well. And there are even new technologies available that can automate the entire social media posting process, reducing time, effort, and cost.
By recruiting via social media, companies are tapping into larger talent pools and receiving many more resumes, which creates a new challenge. The incoming resumes are piling up and HR professionals are getting lost in the paperwork and are having a tough time filtering through the volume to get to the most qualified candidates for the positions they are promoting with social media. For some companies, especially small businesses, time is of the essence, funds are limited and spending is closely monitored.
As a result, many SMBs are turning to an Applicant Tracking System to take the paperwork out of sourcing, recruiting and onboarding, essentially digitizing documents and streamlining the processes in one system. An ATS also automates the process from connecting, recruiting, to onboarding for both internal users (recruiters and hiring managers) and the candidates researching and applying for jobs. The solutions are also mobile, accessible from just about anywhere, and some are integrated with the most popular social media outlets, helping companies keep pace with the rapidly changing candidate landscape as well as supporting an increasingly mobile, tech savvy workforce.
The views expressed are those of the author and do not necessarily reflect the views of the publisher.