Recruiting is a fast-paced and rapidly evolving space, and I frequently receive questions about everything from Boolean searches to social sourcing and nurturing passive talent. I decided to take some of those most-asked questions and answer them here. Hopefully these can give you the additional insights you need to build solid connections with candidates. 1. Is Boolean on the way out? Boolean as a method of data retrieval is alive and well. It is a gateway to finding good results from most databases. However, there are emerging technologies that are basically building complicated search results from very simple queries. Eventually this could spell the very slow death of Boolean. 2. In certain regions, there is a skills shortage in the tech and digital area. What is the best way to approach candidates without looking desperate? The best method to approach digital professionals is to be digital – it’s not email, it’s not InMail, and sometimes it’s not even phone. If you reach out to someone on an open platform like Twitter you’ll find the engagement rates are fantastic, providing you are on Twitter and use it actively. There are also specific communities that would aid your engagement. For example, if you are looking for developers, sites like GitHub are perfect environments. 3. What advice can you give for people using Dice’s Open Web social recruiting platform? If you have access to Open Web, you don’t need to run a sophisticated Boolean search string; it is an extremely smart tool. But what you still need to do is type in exactly what you’re looking for. Understand your job specifications, pull out the core skills, competencies, industries and job titles you need and type them into Open Web so it can do all the work for you. 4. What suggestions do you have for how small companies can make big names for themselves in social media? Provide amazing content that helps other people. It doesn’t matter how big your company is, think about your audience and what they would like to know more about and then deliver it. You’ll build trust, credibility and brand reputation. The key to success is the time investment. It is not a quick win. 5. What are your top 5 tips for recruiters on using Facebook more effectively as a social recruitment tool?
- Open up your security settings: Show that you’re open; throw your whole life onto the Web for everyone to see. You can’t expect to engage with others if you lock down your privacy settings.
- Change your mindset: See ‘friends’ as a wider term for people you want to get to know and people who want to get to know you. Tell people you’re on Facebook, encourage them to connect, give them your link and accept the friend request, and then don’t be afraid to be yourself.
- Learn how the search queries work: With Facebook, you have to experiment and chase the results.
- Think about what’s on Facebook: Structure your searches according to the content and use inference to work out the details you would usually see through traditional channels. You have to think and work differently.
- Don’t just rely on Facebook: Some people will freak out at being contacted through Facebook, so see it as a source of data and a way to validate someone’s skills and experience… but be willing to contact them offline if that is a preferred contact method.