According to the 2011 Talent Acquisition Factbook from Bersin & Associates, it currently costs small business owners an average of $3,665 per hire—more than twice what it costs a large enterprise—and the process can take up to 100 days. Without the resources of a big company, it is simply more difficult for a small business to identify qualified and interested candidates.
SmartRecruiters, a free social recruiting platform, has been working since 2010 to solve this problem. Their most recent feature, Careers Tab, is designed to help businesses unlock the holiest grail when it comes to finding great candidates – Facebook.
I asked CEO Jerome Ternynck a few questions:
There’s been more press recently about how computers are filtering resumes – especially of big companies. Is this good or bad. For the prospective employee they feel they’re writing to a computer instead of a human looking at their skills and persona.
From a technical perspective, candidates have traditionally filled out online applications constructed of database fields on a form. Based on the data entered per field, they are filtered in or out of the hiring process and may receive a standard, impersonal email automatically generated by the system to indicate that their resume was received. This is the standard candidate experience for all traditional recruiting applications on the market today, which is why these systems lack adoption on both the candidate and recruiter side. And given the abandonment rate, this is why some recruiters have resorted to using their social networks to find suitable candidates versus using these systems.
Social recruiting applications, like SmartRecruiters, put people back into the hiring process and enable collaboration, which is how recruiting is intuitively done. For SMBs, our software enables them to continuously interact with candidates at each stage — from application, to interview, to offer — which creates a positive experience for both the employer and the candidate. In short, recruiters don’t feel out of touch with a long list of candidate names in a spreadsheet, and candidates aren’t left in the dark after they submit their resume. Hiring is made easy without technology getting in the way.
There are many recruitment potions on the market – what makes Facebook recruitment better (if it is).
Facebook has a captured audience of nearly 900M users and counting and offers another tool in the recruiter’s toolbox to market jobs to candidates in distinct communities. For SMBs, Facebook enables them to have an online presence where they can attract fans, customers and candidates and build communities around these groups. Given that candidates are also customers of many of these businesses, the role of Facebook in a recruiting strategy is of even greater importance, as it provides a marketing platform for businesses to connect locally and personally with its target audience.
Can Facebook recruiting replace other recruiting methods or is this a complement to other methods.
Facebook is a complement to other recruiting tools. It offers another means of communicating with candidates who have shown interest in the company or with fans who may share jobs with their network. On the candidate side, it offers another means of learning about a company and its job opportunities.