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Every recruiter I am talking to is increasing headcount. They are actively looking for new talent to help them grow/secure their business. Things have changed so much in the time I have been in recruitment but have you adapted your interviews to find the talent that can win the digital recruitment game?

So you have the most amazing recruiter in front of you. They’ve given you an impressive list of targets smashed, assignments delivered, clients retained. This recruit is the next best thing.

They seem to have the right mental attitude and twinkle in their eye!

They are on LinkedIn, and maybe Twitter – it’s a GO!

STOP!

Have you done enough to gauge their effectiveness? What digital skills are they bringing to the mix? How smart are they with social media?

Look, I’m not saying that you are grading how much time they spend online – god forbid! It’s about being smart. Using the kit available, marketing themselves and the brand appropriately, using social media to maximise client and candidate time has to be an objective. You should care about it (in the very least to protect and secure your business – data travels quicker than humans and lawyers).

Maybe you’re of the generation that didn’t use/need social media to recruit.  Well times have changed. Your clients are using it. Your candidates are so savvy it hurts (damn them for going direct to the source and having profiles that clients can find without you!).  Your clients and candidates are having direct dialogues – you will have seen/felt this in recent years.

You and your recruiters have to adapt to the digital world and quick – simply having a LinkedIn profile, updating statuses with jobs and mining groups for talent is not good enough – expect more!

So, here are some ideas for a five minute social media check on your prospective talent:

  • How do they “look” online (Twitter, Facebook, LinkedIn)? This is REALLY important. Do they seem to have a handle on the fact that all dialogue online is public (and therefore viewable / judged by clients)? The way they behave online is a direct reflection of you – I really don’t buy the notion that their Facebook and Twitter profiles are personal – it’s just not a feasible argument anymore  If you can see it, so can your clients and the sector is tough enough without losing assignments because your staff are doing stupid things in public.
  • What is their Twitter following like? Dog groomers, Thai masseurs, competitors? Or genuine candidate and client types? I hate the quality v quantity cliché (it’s like nails down a blackboard) but it exists for a reason. You don’t judge your teams on leads generated, candidates in their inbox… you look at placements and $£€.
  • How have they sourced jobs using social media? Which systems have they used?
  • How do they source talent using social media? Probe, get ideas, get proof!
  • Yes, they have the most amazing LinkedIn group, but what are the stats? (Volumes of people do not make an on tap community) and check whether their existing employer has a policy which means that they keep the group when the employee leaves. (Sideways hint… Directors, please get this in your policy!)
  • How and where do they advertise their roles? “Every job board going, LinkedIn status updates and Twitter bleating” is not the correct answer. They will be an expensive consultant with a massive mailbox that is impossible to manage and make your company look like a job board.
  • Have they ever won a client using Twitter? How? What was their process?

Everything I’ve mentioned is accessible freely and within seconds.

Simply asking your prospective consultants if they use social media to recruit is not good enough – it would be like asking them “are you a recruiter?” It’s a silly, closed question and you would ask better questions than that.

So, my advice? Spend a few minutes before the interview checking them out (I mean REALLY checking them out) and use this data in the interview. Don’t reserve competency based questions for your external candidates.

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