| A talent search and social media recruiting are highly | | | | why some recruiters do not add this to their |
| associated these days with several companies | | | | recruiting option. However, no organization can judge |
| opening their social media recruiting platforms. There | | | | the effectiveness of social media without trying it. |
| are very few companies that do not use a | | | | There is no way for a recruiter to deny this media's |
| professional networking website, such as LinkedIn, | | | | ability to reach millions of people in a fraction of |
| and personal networking media such as Facebook, to | | | | seconds. To reach a large number of job seekers, an |
| recruit new talent. Why is it important to conduct | | | | organization has to spend very minimum amount of |
| talent search through social media? The answer to | | | | money or no money at all. But there are some |
| this question is the changing thoughts of new | | | | organizations that believe social media is a place to |
| generation who is familiar with internet from their | | | | job posts and people will apply for the respective |
| early childhood. | | | | positions. By following this method, an organization is |
| For the new generation, internet is not just a | | | | not interacting socially but changing their interaction |
| communication tool but also a gateway to an entirely | | | | platform into a job directory. |
| different world. This is a reason why talent search | | | | This may result in cold responses from people |
| and social recruiting is highly associated for today's | | | | because they still prefer job sites to browse and |
| recruiters and organizations. From an employee's | | | | apply for jobs. The primary aim is to communicate |
| perspective, some of them think that social media | | | | with many people thus getting their attention into |
| job seeking is wastage of time. The truth is that | | | | your organization. This way, some interested |
| every employee needs to be familiar with this to | | | | candidates may mention their interest to work with |
| make an effective use of it. If you are not familiar | | | | your organization or you can mention to a candidate |
| with these resources and can't present yourself well, | | | | about a job opening in your company. This way, the |
| a recruiter may not find you. | | | | recruitment is more interactive and you have a rough |
| From a recruiter's perspective, talent search and | | | | idea about the candidate even before the interview. |
| social recruiting is highly connected in most cases. But | | | | There is no doubt that talent search and social |
| they also point that social recruiting will not work for | | | | recruiting is highly associated with each other and |
| every job field they are recruiting. It is easier to find | | | | both are something any recruiter can't avoid. Talent |
| media professionals and IT professionals through | | | | search through social media help both employees and |
| social media because most of them are familiar with | | | | the recruiting agencies to find the right people they |
| this media websites. But this may not be the case | | | | can work with, which is a very important concern in |
| with people who work in other industries and this is | | | | recruitment. |