ASA Staffing Success - November

Updates and insights from ASA corporate partners

Partner Perspectives

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
him.
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
for you.
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
chases?
It’s the positive interaction you’re inter-
ested in, after all, not all the investigative
work.
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
like him.

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 unlimited. n