Talent Sourcing on Social Media

Tested Talent Sourcing Strategies on Social Media

It’s the common perception within the recruitment industry that social media recruiting, and social media talent sourcing are the same.

Though there are plenty of similarities in methodologies, the purpose differs.

Sourcing vs Recruiting

Sourcing is the process of searching, engaging and evaluating passive candidates (those not looking for a job) for producing qualified, interested and available applicants.

Meanwhile, recruiting is the end process of sourcing, where the sourced candidates are guided through the hiring process to eventually fill the vacancy.

Now that we’ve painted a clear picture of what’s sourcing is all about, let’s tackle talent sourcing strategies in social media:

Sourcing on LinkedIn

When you think of online talent sourcing, LinkedIn is the first platform that comes to any recruiter’s mind.  It is the biggest professional social network, boasting of 303 million members across the globe.

Here are quick and easy tips to source talent in LinkedIn for free:  

1. Join relevant LinkedIn Groups. LinkedIn Groups attract some of the most popular people in any occupation or industry. Participate in the discussion. Share interesting articles. Give career advice. Doing these things establishes you as a trusted expert within your field.

2.  Use Boolean Search. Construct your Boolean search by mixing keywords with operators like AND, NOT, and OR. Check out LinkedIn Boolean Help Page for details on using Boolean.  

3. Set up your LinkedIn Company Page and share your latest job vacancies and blogs with links to job vacancies. You can share a link to your website’s Submit Your Resume page for pooling. Or encourage them to subscribe to your company newsletter for future jobs.

Now, if you have the budget, upgrading to LinkedIn premium services is a good investment. LinkedIn Pipeline is an add-on on LinkedIn Recruiter users, with super powerful sourcing features:

  • cross-management of all talent leads
  • dynamic updates of candidates’ profiles contacted
  • organization of all candidates into files and folders
  • through searches based on keywords, locations and other connections
  • networking between sourcers and recruiters across the same candidate

Sourcing on Facebook

With 2.45 billion monthly active users as of the third quarter of 2019, Facebook has the biggest number of active users, so it just makes sense to also cast the sourcing net.

Using Facebook Natural Language search functionality, you can search for people based on the following data:

  • People who work at <company name>
  • People who live in <location>
  • People who are from <location>
  • People who used to work at <company>
  • People who used to work at <company> and live in <location>
  • People who graduated from university <name> after <date>

Sourcing Candidates on Twitter

Twitter has a fairly broad and general audience.  Twitter was designed as a microblogging service. with the purpose of sending many short messages called tweets. Twitter profiles are very limited, containing only a link, a location, and a very brief self-description.

There is no chance of finding employment history on Twitter.

However, you can bypass the limitations by using the Advanced Search feature. 

It allows you to find candidates on Twitter by location, keywords, languages and hashtags. You can filter your search results by accounts, tweets, photos, videos and news.

Twitter advanced search is also helpful when you want to track specific tweets from a passive candidate and use them to send a personalized message about your job vacancy.

Sourcing Candidates on Youtube

Be prepared for an insightful sourcing experience when you search on the most popular video sharing site in the world.

Sourcing on Youtube is like a watching a work demonstration or video resume/interview. You can see candidates talk about their daily duties, see a glimpse of their workplace, talk about the company they are working for or answer career questions.

Just by typing the occupation and location on the Search functionality, you can find videos of candidates narrating their work experience:

  • A Day in the Life of <Occupation>
  • What it’s Like <Occupation> In <Location>
  • <Occupation> FAQs

How to find out your candidate’s details on Youtube? Some of the videos published the name and occupation of the person being interviewed or giving a testimonial or you can turn on the Subtitle/Closed Caption feature to capture the person’s name. If the candidate uploads the video herself, check out the About section of her Youtube channel to see contact details and other SM handles to send a DM/PM.

Creative professionals like designers, photographers and videographers with a penchant for social media usually upload video tutorials and portfolios of their work on Youtube. You can instantly get a feel of the candidates’ artistry by watching their videos before you contact them.

Teaching employees like professors, instructors, trainers and teachers and see their teaching/training style beforehand and see if they fit your candidate requirements.

Sourcing Candidates on Instagram

Similar to YouTube, you can find candidates on Instagram by typing the occupation and location without space on the search bar. Search results will generate:

  • Users/people with <location> and <occupation>
  • #<occupation><location>

Like Facebook, candidates can post-professional and personal stuff on IG. You just really need to sift through the short videos and pictures to study them. To save time, check bio for website links or email addresses to contact them directly.

In the absence of links or bio details, you need to Follow them first on Instagram. And once they accept, you can start sending them DMs.

For # results, click and you’ll find more potential candidates.

Conclusion

Sourcing on social media can be fun. You get to discover your candidates’ personality that you cannot access from resumes submitted from job boards and career pages.

For better sourcing results, it’s a best practice to engage first with your target candidate. Get to know them. Follow them or send a friend/connection request. Like their posts, comment and share them.

By engaging with candidates, you get in-depth information and decide whether they are really a good fit for your vacancy.

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