Scott Robarge’s Tips on Social Media Recruiting

The field of recruiting is one area where technology can never replace the human touch. However, recruiters are embracing new technology, specifically in the social media arena, to recruit the best candidates for open positions. Companies need to ensure that they are still able to get a good read on potential candidates, specifically those identified via social media, which can only really be accomplished by meeting in person or talking at length over the phone. That being said, in today’s day and age top recruiters need to be able to effectively engage with social media to continue to identify the top talent.  Luckily, some best practices have emerged that may make the social media recruiting process a little easier.

“Especially when you’re looking at college recruiting or recruiting passive talent for a company, social media cannot be overlooked,” says Scott Robarge, a leading technology recruiter for several top Silicon Valley companies. “2012 will be an interesting year to see the new recruiting offerings that will hit the market using the Facebook social graph as it’s back end.  Today Branchout is probably the best known, but many other applicant tracking systems and recruiting tools have a component that utilizes Facebook, for sourcing purposes and connecting people with jobs.

According to Scott Robarge, a company looking to dip their toes in the social media pool can start with the following tips:

• Be mindful of your audience: If you’re trying to recruit mid-to-senior level executives, social media may not be the place to start your search. However, if you need entry -level, tech-savvy candidates, utilizing Facebook or Twitter will be important tools for engaging that talent,” says Scott Robarge.

• Incorporate video: When recruiting those in Generation Y, consider using a video to describe your company – things that separate you from the rest.

“Using attention-grabbing details in your video will position your company as forward-thinking, attracting the best talent,” explains Scott Robarge.

• Think big: Take a cue from advertising agency Campbell Mithun, which used a unique Twitter campaign to test candidates for their internship program. They asked candidates to submit 13 tweets for 13 days, garnering a lot of press in and Mashable in the process.

“The bottom line when engaging with potential employees via social media is to always ensure you have an experienced recruiter engaging the applicants, as communication is paramount” says Scott Robarge. “Social media should be a key component to your recruiting strategy.