Share successful recruitment strategies. They may have interviewed a candidate who didn’t quite t their needs, but they think would be great for your open position. Above all, let them know you’re looking.

1 Maintain connections with colleagues across your field

Even if you don’t have an open position now, put engaging and meaningful material on your pages on a regular (and frequent) basis. The goal is to create a pipeline of followers and connections who think positively about your organization and are inclined to apply when you do have something available. But they won’t keep coming back if your pages are stagnant or don’t offer them something they can’t get anywhere else.

2 Continuously engage

Your pages should reect your organization’s unique culture and mission statement, whatever that may be - innovative, creative, tech-centered, serving the community, cutting-edge professional. Customize your social networking pages to reect your website - colors, logo, graphics, videos. As often as possible, have real employees or clients contribute material. Social networking is about being social and engaging with real people, not about being fed a stock sales pitch.

3 Be genuine

So how do you do it?

For companies, social networking means a better opportunity to nd referrals for open positions. According to Jobvite, 1 in 7 referrals leads to a job offer, compared to just 1 out of every 100 anonymous applicants. Over 2/3 of the recruiters polled (73%) said they have hired an employee who was found or introduced through a social network.

CEO of Jobvite, Dan Finnigan stated, "We continue to see social recruiting gain popularity because it is more efficient than the days of sifting through a haystack of resumes. It also increases quality referral hires, which our own data on Jobvite proves are hired faster and last longer."

So what does this mean?

Recruiters need look no further than their own computer screens to nd their next skilled employee. According to a June 2012 social recruiting survey conducted by Jobvite, 92% of U.S. companies are using some type of social networking site to nd potential candidates.

OfOf the social networking sites being used, LinkedIn has remained at the top for the last ve years, with an astonishing 93% of job recruiters using it to nd potential candidates, up from 87 percent in 2011 and 78 percent in 2010.

TwoTwo other popular social networking sites have also been showing increased usage over the past few years. Facebook is used by 66% of recruiters polled (up from 55 percent last year) and Twitter is used by 54% of recruiters polled (up from 47 percent last year).

Are You an AntiSocial Recruiter?

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