You arrive at work and start your day checking your social media platforms.
Did you pick up any new followers?
Did any potential job prospects like your company’s Facebook page?
Did the automated searches you set up in LinkedIn turn up any new candidates for you to reach out to?
Did anyone on Twitter retweet or like your post about the hottest jobs in healthcare?
Nurturing Social Media Connections Is a Required Tool for Today’s Healthcare Recruiter
Does this work pattern sound familiar to you? Is this how you start your day as a recruiter, RPO, or HR manager? Today’s most successful recruiters have built wide and deep social media networks. Many now rely heavily on these sites to succeed at their jobs.
Recruiters depend on social media to make new connections and source possible prospects. On one hand, the objective of this tactic is outreach. You’re looking for that needle in a haystack—the active job seeker who is both qualified and looking for a new position.
On the other hand, your goal is in-reach. You and your company or firm see social networks as advertising channels. You use posts or tweets to share news about job openings. You also share positive news about your company, hoping to give good candidates a reason to pursue employment opportunities with you.
Social media platforms let you connect with more people than ever in a truly cost effective way. It’s easier to find qualified candidates. It’s easier to target your recruiting efforts to specific groups.
There’s no doubt that social recruiting is essential for a smart and aggressive hiring strategy.
Social Recruiting Is Only Part of the Answer
As we’ve said before, social media has made recruiting much easier, but it won’t solve your healthcare staffing crisis.
Why? Social recruiting has several drawbacks:
- Social media attracts mostly active job seekers. LinkedIn’s 2015 Talent Trends report revealed that 70% of the workforce is passive. Social recruiting ignores this significant portion of the qualified talent pool.
- Social recruiting is popular—perhaps too popular. Leading recruiters are using the same tools, finding the same prospects as their competitors, and getting the same results.
- Social recruiting is a time intensive process. It takes time to search for, find, and then cultivate connections. It also takes time to build a brand presence. Unless you have team members dedicated to these tasks, social recruiting often involves much effort for little result.
So What Is the Answer?
If social recruiting attracts only active job seekers, is used by too many of your competitors, and is too time intensive, then the answer is finding a tool that addresses these shortcomings.
The ideal recruiting tool would:
- Search the passive talent pool for candidates
- Give you an edge over your competition
- Free up your time using automated search
Rekruti is that next generation recruiting tool. Our platform merges the benefits of social recruiting with predictive analytics. It expands the recruiter’s reach by exploring both the active and passive pool of possible talent in the healthcare industry. How?
- Rekruti uses predictive analytics find “ready for a change” candidates—those candidates in the gray area between active and passive job hunters.
- Rekruti focuses only on the healthcare industry.
- We monitor the U.S. healthcare workforce daily to uncover qualified candidates.
- The platform helps recruiters find, nurture, and build relationships with candidates.
Let us show you how Rekruti can take your social recruiting efforts to the next level. Sign up for our demo to see how Rekruti works. Go beyond social media platforms and add a new and better tool to your healthcare recruiting arsenal.