The recruitment processes have become more professional and have completely changed in recent years. Today social networks allow us a very high interconnection and for this reason we want to explain the path to becoming a social Recruiter:
Level 1: Beginner (only some recruiters)
At this early stage, positions are working as they are requested. Companies rely heavily on requests for work and your web is not optimized for mobile search. They are using obsolete technology applicant tracking, or even basic tools like spreadsheets and emails. talent acquisition is totally residual.
Social commitment is bottom-up and run by people who have a passion for social media. An example of this might be a recruiter performs publishing jobs or finding social channels to candidates through their personal account.
Level 2: Repetition
Companies that have achieved this level of maturity, have developed a better understanding of the importance of talent acquisition and management of social media. Recruiters can start building channels talent working more closely with hiring managers and company managers.
Value creation is still limited to the ability to disseminate corporate messages to attract candidates. Engagement with external stakeholders is in its early stages. Technology needs become more evident, but truly integrated systems are not yet in use. An example might include an organization that publishes manually updates the company and the jobs a company page on LinkedIn, or tweeting updates from the company and the jobs on account of the official business of Twitter.
Level 3: Defined
At this level, the adoption of social networking extends mass collaboration and becomes part of the culture. The social commitment begins to materialize through these internal and external networks. Recruiters play an important part in the culture and the formalization of worker marking, and begins to feed their communities talent. Manage and see the positive impact of such campaigns of social recruiting and start reaping the benefits of such synergies.
By allowing this type of collaboration across all levels and by capturing and setting in motion of the resulting knowledge, organizations can really start to realize the demonstrable value of social change.
Level 4: Managed
Achieving level 4 requires more than the entire company, managed technology and multiplatform strategies, combined with a stronger external and internal relations. Managers begin to support change proactively in human resources and see it as a competitive advantage of supply in social communication, branding employee. Recruitment programs are in place and operating efficiently as well as talent management channels are profitable and growing.
Hiring managers now have to make sense of the data from these programs in order to adjust their strategies for social participation for greater impact. Yields are becoming formalized and monitored.
Level 5: Optimum
The highest level of social recruiting is the ability to use big data to optimize business results. Examples include the analysis of supply of ideas and analytical people to determine the problems of long-term recruitment and anticipate changes in the workforce. Websites real and metric analysis of social time are driving the marketing strategy for talent.