I t seems clear these days that companies leveraging social networks have a distinctive advantage over those who are neglecting the medium. This holds especially true in the staffing industry.
Social Recruiting as a Competitive Advantage
“An organization’s ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage.”
– Jack Welch
Moreover, smaller recruiting firms have been given an incredible opportunity to compete with the larger players. Since social networks such as Facebook, Twitter, LinkedIn and Google+ are available to everyone – smaller firms have the same potential to grow their candidate pool online as their larger competitors.
In the past, this sort of competition between smaller and larger firms would have been difficult due to the crippling advantage of economies of scale. To be clear, there is still great value in brand recognition, deep industry experience, organization size, etc. – however, social recruiting has certainly provided many more opportunities for the smaller, niche staffing companies that otherwise may have been dwarfed by the titans in the industry.
The Future of Social Recruiting
As social networking has changed the way in which we communicate as a society, the use of this communication channel will naturally continue to be a necessary part of any recruiter’s strategy. Many of the major job boards, such as Monster, have begun building applications aimed directly at exploiting social networks in order to allow recruiters to better utilize and measure their social recruiting efforts. The trend of building recruiting systems around this medium will likely continue as the rate of growth of social networking does not appear to be slowing.
Do you think that social recruiting is a trend, or just another tool in the Recruiters arsenal? Do you think that social recruiting irreparably disrupt the use of job boards and eventually replace them?
To read Part 1 of the series, click here.
To read Part 2 of this series, click here