5 Social Recruitment trends to hire in-demand talent faster

December 29th 2017


If you are looking to hire top talent, you will have some fierce competition on hand with the national unemployment rate hitting its lowest level in a decade at 4.1 percent. The days where we were flooded with resumes from overqualified job seekers are a thing of the past.

Today, finding, engaging and hiring a great candidate will take more time and effort from the HR department or recruitment teams. If you are responsible for hiring in-demand talent for your company, it is important for you to understand the next 5 recruitment trends.

Recruitment Trends 2018


  1. Forgo the job boards and take a more active approach to finding top talent. 

Low unemployment rates translates into employers seeing major competition among qualified candidates, especially on job boards. This is largely because advertisements on job boards typically only target those who are actively seeking employment. The majority of the best talent that your company needs is already employed and doing great work for your competitors. They aren’t actively looking for a new position and as a result, do not browse job boards. If you need to hire an in-demand candidate fast, placing job ads can be a costly, ineffective affair. You will need to target and re-target your message on different job boards to find the best prospective candidates.

If you need to stay within the planned recruitment budget, a post and pray approach isn’t the best recruitment strategy. Instead, turn to a more active approach with a sourcing strategy that attracts top candidates faster. This saves a lot of time and garners better results.

  1. Create a strategic social recruitment approach to stand out among the crowd.

We live in a candidate-driven job market. A market with companies fiercely competing for those hard to find candidates. If a job ad can’t attract the best candidate, many recruitment teams will apply the next logical step – go online. Recent studies estimate that a staggering 92 percent of recruiters utilize one or more social media platforms to reach out to prospective candidates. While the majority of these recruiters, around 87 percent, rely on LinkedIn alone. Social Recruiting has become an overcrowded marketplace, where more than one recruiter is targeting the same in-demand talent.

To develop your social recruitment efforts, ask this question: “how do we get noticed in a crowded and noisy world?”. In order for Social Recruitment to be successful, it must be the starting point in a broader strategic social framework. One that helps you understand your candidate better, enabling you to attract, engage, and hire the greatest talent the market has to offer.

  1. Develop a unique employee value proposition (EVP) for social recruitment.

Nowadays, social recruitment means more than just posting job ads or approaching potential candidates on a variety of social networks.

One of the first steps in an effective social recruitment strategy is designing a successful employee value proposition. This engaging proposition can communicate your company’s unique values while also allowing you to develop a tailor-made message for every stage of the prime candidate’s journey.  By understanding your candidates’ personas with this tactic, you will have a better grasp on when and why they will make a career move. Crafting the right engaging message is not only important in a successful recruitment strategy; it is vital to remaining relevant in the hectic lives of in-demand talent.

  1. Focus on creating a personal and authentic candidate experience

It is crucial that you remain focused on the candidate experience during the recruitment process. Candidate experience is one of the most highly regarded topics when it comes to recruitment strategies. It is directly tied to the overall recruitment performance of your team. Applied effectively, this tactic can help you lower the cost of hire and time it takes to fill a requisition.

Providing an exceptional candidate experience requires a deep understanding of your ideal candidates. It is the first step in the process of creating a more personal and authentic candidate experience. Through each stage of this process, you are able to offer a valuable experience to the prospective candidate while encouraging them to engage with you much faster than through other methods.

  1. Build a flexible hiring climate to hire in-demand talent faster

Unfortunately, a one-size-fits-all approach isn’t an ideal recruitment strategy. Qualified candidates are in-demand, and it’s possible that if you take too much time making hiring decisions, your most prospective candidate will have already accepted another job with a competitor. Once your ideal candidate is in decision-making mode, your hiring process needs to have a built-in sense of flexibility where no rigid rules will apply. This will allow you to streamline the process of allowing the best candidate to come aboard. In this candidate-driven job market, the ability to adapt is a must.

Nowadays you will likely spend more time and effort on recruiting the best candidates for your company. Not only will job boards give you fewer results, but your social media efforts will need to be more creative for you to stand out among the crowd. By understanding your ideal candidates, you are able to match their qualifications to your needs. This, in turn, allows you to locate the best candidates and provide an exceptional candidate experience.

If time is of the essence or you don’t have a broader strategic social framework in place, consider using a Smart Sourcing Company like Tulsie. With the assistance of a smart sourcing company, you can start a conversation with a prospective candidate more quickly and reduce the overall time it takes to fill a position. This is a highly efficient and cost-effective strategy for recruiting top talent.

Written by: Sushila Ramkisoensing

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