Social recruitment coaching
Our entire offering of recruitment and market mapping services is based on a direct search methodology, which excludes the use of online advertising on job boards or social networks to generate applications.
We believe, in fact, that online and advertising sources provide access only to the most visible part of the market, actively frequented by those who, unhappy in their current position or unemployed, are engaged in looking for a new job.
There is, of course, no doubt that excellent profiles can also be found among active candidates. Nevertheless, as these sources are also directly available to our clients, we have decided to not overlap with them, and rather, increase the depth and breadth of our clients’ sourcing strategies by focusing on reaching the candidates who are passive in the job market, yet brilliant. These candidates are not receptive to messages on social networks and do not spend time on job boards; however, they are open to consider favourable career opportunities when respectfully approached by a trusted professional advisor.
For this reason, if our clients desire to improve their effectiveness in reaching active candidates by recruiting on social networks and job boards, we are available for structuring tailored coaching programs aimed at helping the client derive maximum value out of these sourcing instruments.
Our objective is to maintain a complete platform supporting the client’s staffing needs at 360 degrees, and we are aware that these technologies can certainly contribute to the successful implementation of an effective and diversified recruitment strategy.
Our objective is to maintain a complete platform supporting the client’s staffing needs at 360 degrees, and we are aware that these technologies can certainly contribute to the successful implementation of an effective and diversified recruitment strategy.
Approach
The coaching program is tailored to suit the objectives and priorities of the client’s internal talent acquisition team.
We consider aggregators of job boards, advertising platforms based on the specific target sector, social networking sites like LinkedIn, Xing, Google Plus, Facebook, and others.
We also examine the use of organised internal contacts and referrals to generate referred applicants as well as to come up with ways to optimise the access to the capital of interpersonal relationships already present in the company but not explored through an organised approach.
We also examine the use of organised internal contacts and referrals to generate referred applicants as well as to come up with ways to optimise the access to the capital of interpersonal relationships already present in the company but not explored through an organised approach.
Finally, to ensure the transferability of the acquired know-how to new resources joining the sourcing team, we can structure training courses with interactive videos and final evaluation tests on an online e-learning platform to make sure that the acquired know-how remains accessible to the client even in the future.
Advantages
- Autonomy when it comes to reaching the market pool of active candidates
- Autonomy when it comes to reaching the market pool of active candidates
- Ability to prioritise and better select which positions should be outsourced to recruitment agencies, identifying empirically the most difficult ones to fill.
- Ability to assess the effectiveness of external agencies, using as a benchmark the applications received internally.
