Greetings from the Staff at Gardner Resources Consulting:

Since our last newsletter in June we’ve seen the number of requisitions to fill IT positions continue to increase. With it, the scramble to recruit the best candidates as quickly as possible has spiked.  Recruiting firms and internal corporate recruiters are turning towards social media in the hopes of gaining the edge in the recruiting race.  This month’s article is a continuation of our discussion of this new phenomenon highlighting important considerations to make when using the media.

Article: Social Media's Role in Recruiting:

Recapping

Last month we discussed how technology advancements have forever changed how companies and their staffing firms approach the recruitment and hiring process.   Social media and social networking are a huge part of this change and they continue to generate a tremendous amount of “buzz” - both positive and negative.  

Important Considerations

Before you dive head first into the social recruiting world, make sure you know what lies beneath the surface.  Questions over privacy, employee and employer obligation and legal liabilities are just some of the social recruiting issues currently being debated and tested as this relatively new medium gains momentum. 

Social networking sites such as LinkedIn^®, Facebook^© and Twitter™ can be powerful tools for finding candidates but they are just a few of many recruiting tools and it takes a concentrated effort to get results.  The fact is, companies and recruiters are sourcing candidates from social networking pools and candidates are being hired.  Still, there is a big difference between contacting a few promising candidates as a result of communication on a social network, and having a reliable, repeatable, cost-effective hiring approach.  It is not that social media doesn’t have a role to play in hiring; it just needs to be part of an integrated approach in which all costs are taken into account and the results are tracked.  Read More