Recruitment 2.0: How does talent management work apply to social networks?

This article was written and published in Spanish and has been translated into English via Google Translate. Click here to read the original article.

Traditional ads in papers for personnel searches are losing strength in the digital age: but will online listings fully replace them?

When we talk about the most effective ways to recruit talent, first we have to think about the profile that the organization needs to cover, be it administrative, operational, middle management or executive. This means having a clear understanding of the mission of the position, the main responsibilities, the exclusionary and non-exclusive requirements and the contracting conditions that are offered. Based on the aforementioned, the consultant selects the best source to attract talent, it is not the same to recruit an administrative profile that managerial sources will be different.

Another important element is to know the culture of the organization and the employer brand that wants to promote the organization to attract candidates, as well as see if it is an effective or temporary position.

If we talk about recruiting internal talent, the best alternative is to provide opportunities to employees who are already within the organization, generating opportunities for development and growth, whether granting a promotion or a horizontal movement that may be in the same rank or hierarchy, but with different activities or in a different area of ​​the company.

It can also happen that it is a movement from one city to another or from one country to another. The benefits of attracting internal talent are ample: there is a saving of costs and times in the recruitment process, the adaptation of the collaborator to the position and to the culture of the organization is lower and above all the potential of the person is used, it is recognized the performance and the succession and development plans are promoted.

There is a strong tendency that more and more traditional ads in newspapers are losing strength in the digital age - a study by the Internet Observatory of Argentina (OIA) that indicates that 83% of Argentine users spend about 4 hours per day using the smartphone, especially social networks.

Some numbers that represent the level of use (or engagement) with which users use this tool, the table would be as follows:

1. 47.6% of users use LinkedIn 0-2 hours per week.
2. 26% use it between 3 and 4 hours.
3. And 12.2% use it between 5-6 hours per week, that is, approximately 20-25 hours per month.

Although we have these statistical numbers, according to the OIA, we could not assure that the users with greater permanence in the network are those involved in an active labor search.

Social networks are a powerful form of 2.0 recruitment, as it is to be in the day to day of your potential candidates and a way to promote the employer brand and job opportunities. The social network par excellence is LinkedIn as a recruitment tool with greater effectiveness for companies and Human Resources professionals who want to contact potential candidates to fill jobs.

The role of LinkedIn as a professional social network is fundamental when carrying out recruitment and external search of candidates, it allows finding talent for management positions, technology profiles and a few that are not easily found in the market and allows the searches are more focused and directed. Another advantage is that the most direct and personalized contact with candidates and that is something that attracts them when making a decision to join an organization.

LinkedIn is also a gateway for those candidates who are looking for a job opportunity abroad. Some statistics mention that this network has 260 million monthly active users of the 500 million registered.

The task of recruitment and selection conducted by the Consultants is distinguished and at the same time is complemented by the goal that LinkedIn has as a professional social network. Each one has its strategy to recruit, select and promote job searches. The differential value of the Consultant is in the selection and the human contact with the candidates in the instances of evaluation, request of references and in the search of a coincidence between what the client company requests and what the candidate has to offer.

Many times the companies do not have enough time to carry out this type of processes internally generates a high administrative and economic cost that does not make the core business of the business.

There are companies that recruit directly through LinkedIn, but mostly in specific and specific searches not in massive recruitment processes. It is important not to limit the search to a single source of recruitment today looking for candidates with certain skills is necessary to use several tools.

This is how it could be pointed out that, although LinkedIn is a powerful tool for the first stage of candidate recruitment - since it allows filters to reach the indicated profiles - the professional work of a Consultant is still essential. When the Consultant begins a process, he not only looks for the right candidate, but there are other processes behind that he has to do with evaluating the competences through a personal interview or videoconference and administering some techniques according to the position try, that a social network does not contemplate.

Another way of recruiting talent is through networking spaces in events, finding profiles interested in new professional opportunities and job fairs where specific profiles are analyzed and known in person.

The job boards present in the universities are also another form of effective recruitment, to attract students who are interested in taking their first steps through a professional practice or have their first work experience and are also oriented to graduate professionals.

An innovative way of recruiting is through multimedia content through images or videos on social networks, this provides the possibility for the company to give visibility to job opportunities and to promote its employer brand.

Job portals are a good alternative when it comes to recruiting administrative, operational profiles in factories or logistics or in initial positions, Facebook has also consolidated itself as a space where people look for work.

If we talk about recruiting Executive or IT Profiles, a good alternative is through a head hunter or hiring manager who is constantly searching for profiles to offer development and growth opportunities for large companies. It is a process that requires time and strategy on the part of the Consultant to detect on LinkedIn those candidates who fit the search profile.

Head hunters are needed to cover executive positions or those complex positions to find in the labor market. It is a good option for a company that wishes to select a profile of a certain industry.

This article was written and published in Spanish and has been translated into English via Google Translate. Click here to read the original article.

Join us November 12-15 for the Property Portal Watch Conference Madrid 2019.