Social media is now passé. The latest buzzword is social recruiting. If you ask, any kind of recruitment has the human touch to it so it is bound to be a social process. So, you will say that all recruiting by default is social by nature. Then, what is social recruiting? Social recruiting is a different ballgame and recruitment becomes truly social only when the social media is involved in the recruitment process. GlocalRPO is changing the game in recruiting by utilizing this extremely important technique.

Sadly, the minute social recruiting is mentioned, there are divergent and extremely vocal opinions heard. It is in existence from 2007 and has gained momentum ever since 2012. The discussions just don’t seem to end. Only if, other fads had that kind of sticking power that the term social recruiting has.

Let’s see and understand how and why social recruiting is important.

In a recently published study, the data showed that 94% of recruiters were reported to have used at least one social network for talent sourcing in 2015. The social network which was earlier being used for only job search for candidates has graduated beyond that. Now, it is being increasingly used by recruiters for talent hunt and attraction. An easy and cost-effective method of doing things, social recruiting helps in connecting the right candidates to the right job and makes the life of the recruiter easier.

Social recruiting is letting your company speak properly and without any problems effectively and openly on a social platform. Candidates are net-savvy and check out both the profiles of the companies as well as their reputation clearly before making any commitment. This then means that it’s important for candidates – both current and would-be – to get to know the actual situation and also, understand the workings of a particular firm before getting hired there. In fact, reputation is all that matters in social recruiting. Take the instance of Glassdoor, a popular site that lists actual experiences of people working there. Most candidates these days take a look at the company profile, before deciding to get hired there or be considered there for employment.

The other side of the story…

Experts and recruiters point out that social recruiting is more of a fad and a buzzword and DOES NOT produce actual results. Social is good for being social, they claim. Say hi, hello, establish contact but really, it’s tough to hire through that only. A combination of techniques is at play whenever there is any hiring done so social recruiting can’t take any sole credit for closing any potential lead. At best, it can play a supporting role.

So, then, career pages are created, content solely designed for that; but truly, is it the end game? Most firms [and read: recruiters included] think that once the career page is created, and unique content designed, the job is done. No, that’s only the start of the job and not really, the end. It’s of course, that the world is now connected and research supports the data that most people are on Facebook and Twitter and spend productive time being there. What is not yet proved is how many of those people are applying for the jobs and just how many get hired solely on the basis of social media.

Then, is social recruiting as good as dead? No, it is very much alive and well and rocking. It just needs to be sifted with a grain of truth and astringent reality check needs to be done before social recruiting is hailed as the next big thing. It’s good, it’s helpful and it’s there. The true potential will be realized, only once we check out how effective it would be in the times to come. The main parameters would be – how many jobs is it helping in closing, and just how many recruiters are utilizing them effectively and with great results?

This only time will tell!

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Visualize about a big corporate identity having 100 job openings. Handling the openings qualitatively and fast at one go is not the cup of tea for the internal HR team. And if staff retention rate is low, it only adds to the recruiting costs and loss for the organization. Growth and expansion would mean further addition to the staff count, which means further job openings. What every organization wants is evidently improving recruiting efficiency and containing costs. And what ultimately matters is recruiting the right potential talents, who become drivers of growth, not only for the short term but also in the long run. This objective is no wonder increasingly and satisfactorily met by offshore recruiters.

When we speak about staff retention, what every candidate seeks is growth in terms of position, roles, and remuneration. Come to any dissatisfaction in this aspects and jumping jobs robotically happens! Managing talent is hence equally challenging as recruiting them.

Reflect on the costs incurred in hiring talents, the training imparted, and the duration they spend in contributing to organizational growth. Loss of talents would only mean a big loss for your company. Are you rewarding your performers? If not, get it right. Retaining top-notch talent does matter!

The HR department of many an organization worldwide follow systematically and time-tested talent acquisition and management practices so as to maintain a balance in talents recruited and retained. Well, offshore recruiters will do their jobs, hiring for you prospective talents, precisely identifying and defining their strengths and skills in sync with targeted job posts. Managing them is the challenge here. You may come across dedicated outsourcing agents who not only undertake hiring responsibilities but also undertaking follow-ups regularly, thus contributing to talent retention.

Increasing recruiting bandwidth qualitatively and at low cost is indeed part of the HR strategy of small and big organizations alike. Staffing agencies have only multiplied irrespective of the geographical boundary. These agencies further partner with offshore recruiters too, qualitatively, cost-effectively, and exactly meet their clients’ hiring needs. This cyclic process is indeed a boon to the industry, serving the needs of what employers want and what candidates want!

Offshore’ or ‘off the shore’ in recruiting terms applies to RPO agencies working beyond geographical boundaries. Don’t you think staffing agencies partnering with RPO companies located in countries like India gain a big competitive advantage? But then offshore recruiters who are accountable, responsible, run state-of-the-art offices, and deliver results only experience a win-win situation in the partnership deal!

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