Recent LinkedIn Polls show that recruiters plan to use social and professional sites more to recruit.
Two recent LinkedIn polls addressed the topic of using Social Sites for recruiting. One poll asked whether respondents plan to use social and professional sites more to recruit - 86% said Yes, 8% said No, and 5% said Unclear.
Here are a few interesting comments on the poll page:
“If you aren’t using web 2.0 technology to recruit already you are behind all your peers”
“I don’t see Facebook, Myspace, or Twitter as adding much value to recruiting because those sites are geared more towards social/recreational interaction than professional interaction. But networking sites like LinkedIn are a huge part of my daily recruiting strategy.”
Do you plan on using social and professional networks more to recruit?
A related question asks which Social Sites have you used most successfully to hire. Given the information above, it will be no surprise to you that the overwhelming majority of respondents indicated that LinkedIn was most successful site (93%), with Facebook a distant second with only 4%. Granted, the fact that this poll was on LinkedIn, skews the results towards LinkedIn. However, we are happy to see that our members are getting value out of our site.
Recruiters, which social sites have you used most successfully to hire?
What do you think about the results from these three polls? Do you plan to use social sites more to recruit? Let us know your thoughts in a comment on this blog post.
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I’d like to know for what purpose are recruiters using LinkedIn most?
1. Is it vetting known candidates as a quick background/resume check?
2. Is it finding candidates, and what methods are most helpful for this: using your network; job postings; or hiring known experts on LinkedIn Answers?
3. Managing your candidate workflow via LinkedIn Recruiter?
Or something else?
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“I don’t see Facebook, Myspace, or Twitter as adding much value to recruiting because those sites are geared more towards social/recreational interaction than professional interaction. But networking sites like LinkedIn are a huge part of my daily recruiting strategy.”
I would say this sums it up.
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The recruiters I know are asking for access to the LinkedIn Recruiter product for proactive recruiting. LinkedIn allows us to identify top talent and build relationships for now and the future. We have had strong results from usage of LinkedIn as a tool for sourcing and recruiting.
I feel Facebook seems to work better as a place to set up groups and advertise then as a primary source of networking. I have found it to be a great place to get in touch with old classmates and friends but have found it more limited in the effectiveness in professional networking.
I also use Twitter. I think Twitter is a great place to broadcast openings and build talent networks.
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I’ve seen SUCH a change in recruiting habits over the past year… now, recruiters are using search functionality, looking into industry groups for engaged and informed talent, and using the job posting and discussion boards to post new roles. Mostly I’m seeing Twitter be a short “I’m working on this search” kind of tweet, where LinkedIn is definitely more rich in its resources.
Kathy Robinson
http://www.linkedin.com/in/kathyrobinson
http://www.turningpointboston.com
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