O ne of the great fallacies of any business starting to use Social Networking as a strategy is that social networking is a one way conversation.  This could not be further from the truth.


Social recruiting is… well, social.

“What we got here is… failure to communicate.”
– Quote from the Movie “Cool Hand Luke”

Many companies understand the potential to reach a larger audience through this medium, but then stop after broadcasting their message.  The power in social networking is the ability to build relationships (and secondary relationships via reference), and doing so requires businesses to engage its users.  This is especially true in the staffing industry.

For staffing firms, networks such as Facebook and LinkedIn offer the ability to not only reach active candidates, but PASSIVE candidates as well.  This is one of the greatest differentiators between social networks and job boards.  By creating value added relationships with existing candidates on assignment or those they’ve placed previously, recruiters will find themselves able to leverage those relationships in order to present opportunities not only while the candidates are actively seeking a job, but also when they are not.

Moreover, these value added relationships may result in new connections by way of referral.  Expanding their network through 2nd, 3rd, and 4th tier connections gives recruiters access to candidates that they may not have ever reached previously.

Without question, these network effects can prove to be incredibly powerful when applied to the staffing industry, and the accessibility of social networks make them even more valuable to staffing firms lacking in economies of scale.

In the third installment in this series we will discuss how social recruiting can be used as a competitive advantage, and how the accessibility of massive social networks is leveling the playing field between large and small Staffing firms.  How has your company engaged it’s users through social networks, and what have you found to be the best network for sourcing candidates with specific skill sets?  Comment below and tell us – we would love to hear your feedback!

To read Part 1 of the series, click here.

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