Updates and insights from ASA corporate partners
There is a massive audience on social
media. As a recruiter, not only should you
be paying close attention to the building
audience on the variety of social media
platforms that exist today—and the many
more that seem to pop up over time—
you should be figuring out a strategy for
capturing this audience, and sourcing top
talent through it.
TalentBin by Monster simplifies this
daunting process for recruiters. Through
its specifically tailored technology, TalentBin culls the bits and pieces of data by harnessing the vast amount of professionally
relevant information people share across
the social web. What comes next is a data-laden profile for a recruiter.
The Story of Joe Candidate
Consider the following: Joe Candidate
works for a niche software development
company based in a remote area in the
Midwest. This employee, who is 27 years
old, has been at this company for five
years. Maybe he’s been promoted once,
and takes home an average salary. He does
not manage any direct reports, but he’s
taken the lead on a few projects internally
to great results.
Joe isn’t actively looking for a new job.
Like most passive candidates, he’s comfort-
able enough where he is, and hasn’t tipped
over the line to active seeking. He’d con-
sider opportunities if the path to one were
easily forged, but given his circumstances,
finding that path—even beginning to look
on his own—feels daunting. It intimidates
Now consider that Joe isn’t on any
popular recruiting networks, or at least
his profile isn’t built out sufficiently
enough to be found. He’s been too busy
working to pay attention to that stuff.
Let’s say, based on geography and his
relative inexperience, his professional
network is limited.
It would seem that Joe Candidate is dif-
ficult to find. But the truth is, he’s not.
He’s posted code from his pet projects
on GitHub to show peers. He’s asked a
few questions about new technologies
he’s worked on with StackOverflow, and
answered some questions about technol-
ogy of which he’s a fluent user.
This is enough for TalentBin to find him
Avoiding the Wild Goose Chase
As a recruiter, you might think that
you have most of what you need from Joe
Candidate via Google. Again, you might
be able to find him. But maybe not.
These pieces are everywhere. And who has
the time to engage in those wild goose
It’s the positive interaction you’re inter-
ested in, after all, not all the investigative
There are a variety of ways to source
good talent. After all, 40% of all job
seekers use Twitter to find new jobs.
Recruiters wouldn’t be doing their jobs if
they were only considering potential can-
didates who update a social networking
profile or upload a résumé somewhere.
Consider Joe Candidate and all the talent
The scenario above is not the future, it’s
right now. Suffice it to say, by leveraging
social media, you’ll greatly improve your
chances of getting to talent where talent
exists. Successfully matching people and
jobs requires being ahead of the curve.
When you pair recruiting with social
media, the potential for the right match is
Pete Kazanjy is founder of TalentBin by
Monster. Learn more about ASA corporate
partners at americanstaffing.net/asa/partners.
Sourcing Talent on Social Media
By Pete Kazanjy
By leveraging social media,
you’ll greatly improve
your chances of getting to
talent where talent exists.
Successfully matching people
and jobs requires being ahead
of the curve.