"This tells us that they are engaged and active in their profession, and are likely to be engaged and active as one of our employees. You can't find that kind of information on a resume, and if you can, it often gets lost in more pressing details," says Sturchio.
Use Social Media to Evangelize Your Business, Mission and Values
From a recruiting perspective, having a well-defined social media brand can help attract the best passive candidates, says Tadmor. In fact, according to the Jobvite research, companies know they have to sell their workplace cultures not just to attract the right candidates but to influence their decisions about where to work, and attract like-minded talent. In addition, continued use of social media will help companies attract the next-generation workforce, as millennials continue to use social and mobile technology in their career efforts, according to David Hirsch, managing partner of Metamorphic Ventures.
Hirsch says that social media is the ideal medium for employers to broadcast their social mission in order to attract high quality candidates. "With mobile being the dominant way that millennials communicate and operate, we fully expect the way that companies will find new talent will continue trending toward more use of social media, as connections are made based on geo-location proximity, interests, passions, experiences, extended network, etc.," says Hirsch.
As more millennials enter the workforce, Hirsch says apps like Switch will become more important for both employers and employees, allowing them to quickly sift through the "noise" and find their perfect "match" in a way that's more in line with how millennials will expect to experience their job searches and how recruiters should target prospects.
Use Social Media to Advertise Open Positions
Of course, recruiters and hiring managers are still using social media in a more traditional way, to post open positions or as a platform to reach broader segments of their industry in hopes of luring potential employees, says Seven Step RPO (Recruitment Process Outsourcing) president Paul Harty.
"A company might be using Facebook or Twitter to broadcast targeted industry related news for mechanical engineers. It also may have recruiters posting about mechanical engineers for those interested in related jobs, and then advertising those jobs through that commentary. That targeted outreach and profiling happens more than you think. Companies are finding people by Tweeting or posting a Facebook page to find the skills they are looking to acquire, regardless of position. However and wherever recruiters can find talent, they will leverage those channels to be where the talent community exists," says Harty.
Cognolink's Sturchio highlights that his organization also uses social media for job postings. "We also use Twitter to blast out our recruiting activities on campus, which allows us to find new candidates, promote our brand, and draw interest and awareness to find talent," says Sturchio.
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