Executive search recruitment tips - using social media to increase online exposure
By Nicolene Di Bartolo - Mar 18th, 14:32
When everything is done online - from shopping to booking tickets and much more, why not recruitment too? Social media platforms such as LinkedIn and Twitter have made recruitment much simpler and smarter.
Executive search recruiters, for instance, have now mastered the art of establishing online connections with potential candidates and even other recruiters. Meaningful relationships are being forged daily. This has helped bring the recruiters, the candidate and the client together for a more efficient recruitment process and extended reach. Not only are HR managers and recruiters able to follow the profiles of candidates and keep the conversations alive, but social media also helps in finding the right candidates in less time.
Although the introduction of social media to recruitment has resulted in many challenges and change of strategies for recruiters, it has also eased up the process significantly. It has become much easier to build connections and recruit people through effective referrals on social media. The three components of executive search recruitment – the employee, employer, and the recruiter are on the same page and connected.
Similarly, the platforms have helped smaller companies to recruit the top crop through effective brand awareness. Instead of spending a lot on advertisements and questionnaires for interviews, this has been simplified by social media. The recruitment time, therefore, has considerably decreased, at the same time, ensuring the process is transparent – keeping it discreet is the key though.
The advent of social media as an effective executive search recruitment tool, therefore, is definitely a blessing without any disguise. It has helped all sections of the recruitment industry and is bound to aid in reducing the time taken for recruiting the correct skills set to fill any job profile. Once again, the technique, approach and discretion is what sets one apart.
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Since its inception in 1999, Nicolene Di Bartolo has continuously built and maintained exceptional standards of professionalism and integrity in the fields of executive search and management appointments. Thorough analysis and in-depth understanding of their clients and the industries they operate in, their expertise and skills honed over decades of specialist recruitment experience as well as their added-value services have earned Nicolene Di Bartolo a reputation as a leader in the field; leadership demonstrated through action.
In a job market that is completely volatile and unpredictable, it is difficult to hold on to one single principle for recruitment. Recruiters face continuous challenges in meeting the demand for constant change in requirements and skill sets of employees. So, be it an internal hiring team or an outsourced one, there remains a question of finding the right recruiting solutions to meet growing demands.
The transition into a new digital era and changes in go-to-market routes driven by e-commerce and smart devices present business leaders in the FMCG industry with new challenges and is creating larger gaps in leadership.
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