#UROpinion

This week, we asked you what exactly is a social recruiter? You got back to us saying that a social recruiter is someone that’s generally engaged with social media, with a good understanding in the platform, using it to its full potential.

Being a social recruiter isn’t something you can project half-hearted. There has to be a depth and genuine interest in the updates. As Jacob Madsen said, “Being a social recruiter is not something you just do mechanically, it has to be part of who you are, how you operate and how you think.”

Link Human’s Jorgen Sundberg has responded to this topic on his blog, using the LinkedIn discussion as inspiration. Jorgen said, “To have success in today’s world of recruiting, I would argue that you have to be a social recruiter.” Jorgen also concluded that “the role of the recruiter has shifted thanks to social media, now it’s the jobseekers turn to get more social.” You can view his thoughts on Jorgen’s blog now.

Join our #UROpinion discussion every Monday on LinkedIn, where you can comment on our latest discussion now!

Here are the responses from the LinkedIn discussion. Jacob Sten Madsen lead the conversation throughout. Madsen thoroughly outlined the signs of a social recruiter:

2da331aJacob Sten Madsen

Strategic, operational corporate Talent Acquisition/recruitment professional. EMEA experience, multilingual

My definition
1. You are yourself at least on Linkedin, FB and Twitter and make daily use (in respect to personal interest, involvement or in regard to professional usage) of these tools, and perhaps also on a range of other SM channels
2. You have a substantial part of your daily activity to follow, to engage and to contribute on these channels, with relevant content that has meaning for those it intended for, targeted at.
3. You have a deep understanding that we live in a world of ‘sharing and caring’ and that any contributions may directly or indirectly have an impact, an impact that may be immediate or it may bear fruit further down the line.
4. You understand that in order to get interest and followers the content has to be more than mere basic, it has to convey why and how or at least give a reference to this.
5. Being a social recruiter is not something you just do mechanically, it has to be part of who you are, how you operate and how you think.

0794356Steve Ward

Steve Ward: Award Winning Specialist Social Media, Content & Digital Recruiter | CloudNine | Twitter: @CloudNineRec

A “Social Recruiter” if we want to call it that, is something that has existed for many years before social media, but latterly has embraced social media as a method of being more entwined with their industry and potential audience.

That doesn’t mean searching for people on LinkedIn. That’s just recruitment.

The Social Recruiter gives to it’s industry and contributes to it’s industry. It is a player within it’s industry, not a hanger-on. It is irresistible to it’s industry due to the strength of it’s reputation and candidate experience.

Julie Scheurer Graff says she knows recruiters that aren’t even on the internet yet!

2df6b0cJulie Scheurer Graff

Social Media & Content Marketing Strategist at Pole Position Marketing

I don’t think we can assume that all recruiters are on social media. You would think you would need to be, but I know recruiters who aren’t even on the Internet, or who have a bare bones website. I’m not sure how that impacts their business. I would think it would be very hard to compete now without a social media/Internet presence.

Jacob Sten Madsen2da331a

Strategic, operational corporate Talent Acquisition/recruitment professional. EMEA experience, multilingual

Julie, no we cannot assume, but any recruiter not on SM is a recruiter that is so behind the curve that they may just as well give up.

27dc11eEthel Agelatou

✩Voicing LinkedIn® to Brands across Greece✩ LinkedIn® Trainer | Career Branding Coach

@Jacob, gladly, it’s just that the piece was written yesterday in Greek to be uploaded within the week, to the Careerbuilder Greece job site (as the editor of its Job-Search Consulting Journals). I don’t know whether Google translate will be helpful on that…

2252c7aSimon D. Nilsson

Recruitment & research

Julie and Jacob, maybe they put up ads like these around town?
http://bit.ly/1ox8lLp
(this is a picture from the 80s which I think was actually ahead of the curve at the time though)

2da331aJacob Sten Madsen

Strategic, operational corporate Talent Acquisition/recruitment professional. EMEA experience, multilingual

Well Simon for one (and sadly never or very rarely seen today) they give a name and a picture of who handling roles, enabling and building a s o c i a l (or personal) connection. Problem we have with tools, channels and solutions that are so called social of today, is that they are in fact nothing of the sort!!!!!
Time to get back to the roots of what social is and meant to be I think

John Ortner finishes the discussion mentioning how as a recruiter to use LinkedIn effectively:

John Ortner27f2b33

Global hospitality recruiter, supremely networked hotelier, apt observer of promising talent, thought leader! PhD, MBA

As a linkedin connector since 2003, they are all great comments…however the key things are about using Linkedin to connect with “like-minded” industry connections. The simple aspect of connecting with people, rather than “systems” is what Linkedin is about. I am first and foremost a hotelier, and we exercise the concept of hospitality on each and every engagement. Keep up the great work jorgen….we are all watching!

On Google Plus, Shouvik Bhattacharya responded to the question with humour:

What do you think is a social recruiter? Let us know in the comments!

We ask our #UROpinion Question every Monday on Twitter. Be sure to join us on LinkedIn, where you can comment on our latest discussion now!


About Robbie Palmer

Robbie is an Account Executive at Link Humans. He loves video games, Tokyo Drift and boneless buffalo wings.

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