[VIDEO] Social Recruiting Tools

Considering the ever-increasing number of social media users, savvy recruiting and human resources professionals are now, more than ever, pushing job postings to Facebook, LinkedIn, Twitter and other social media sites in order to generate a larger potential pool of applicants for career opportunities with their organizations. With the right applicant tracking software, reaping the benefits of social recruiting tools can be fast and easy.

In this video, see how ExactHire’s applicant tracking system integrates with social media networks and simplifies the task of promoting your job openings.


Using word of mouth in the recruiting process is one of the most effective and long-standing ways to attract talent. Imagine its power amplified through the use of social media networks.

ExactHire’s applicant tracking software offers many different social recruiting features. There are hundreds of millions of users on Twitter and LinkedIn each month – even over a billion on Facebook. Therefore, leveraging social media in today’s talent acquisition landscape is a must!

Your careers site visitors can easily share your jobs with friends on many different social networks. Encourage your own recruiting staff and employees to regularly visit your Jobs page and share openings, too.

While HireCentric ATS engages your active job seekers with a branded careers portal and job postings optimized for search, passive applicants can also interact with your employment brand over time by subscribing to automated job alerts via email.

Use our Facebook app to install a Jobs tab right on your company page. That way, your Facebook visitors can see all your current openings without leaving Facebook. The fewer clicks applicants must make to get to job info, the more employment applications you will receive.

If you’re spending too much time announcing new jobs on company social media sites, you’ll want to use an integration that automatically posts status updates to your company Facebook wall or Twitter page each time you create a new job listing. Post to personal LinkedIn pages, too.
Choose how often the posts occur and include hashtags to make it easy for job seekers to find your updates.

Social recruiting allows your company to exponentially increase its talent pool with little effort. With the power of social sharing, attract the best talent by improving your odds of reaching people with the right opportunity at the right time.

To see our recruiting software’s social media tools in action, we encourage you to schedule a live demonstration or do a free 14-day trial.

5 Tips for Former Agency Recruiters for Using Corporate Recruiting Software

Given the rapidly changing recruiting landscape, it is not uncommon for agency recruiters at staffing, recruitment process outsourcing (RPO) and executive search firms to sometimes move into a corporate recruiter role; or, for in-house talent acquisition specialists to conversely move into a third-party headhunting position. Regardless of your recruiting background, if you have ever worked for an organization that chose to leverage technology to make the recruiting process more efficient, then you have first-hand experience with some type of recruiting software.

Specifically, if you are a former agency recruiter who gets excited as the number of resumes collected in your recruiting portal continuously increases, then you might struggle when you first encounter the technology orientation of the in-house corporate recruiting tool set. After all, you are used to a candidate-oriented sourcing process; whereas, many corporations will have a job-oriented selection process. Here are some tips on how to adjust your recruiting style to complement your new corporate environment, but without losing your “hunter” instincts.

#5 – Sales is No Longer the #1 Priority

As an agency recruiter, your first priority is usually to source and close new clients while at the same time finding candidates to fill open positions. As a result, it is natural for you to want to collect as many resumes as possible so that you will always have a giant applicant pool into which you may dive to get a jump start on filling new openings – particularly similar types of openings that you regularly see.

In the corporate environment, the applicant tracking software that you will encounter will probably be job-driven since you will only need to recruit for your own organization. So, while in the past you could quickly grab resumes (often without candidates needing to actually apply to a position) by doing paid searches of job board databases and then worry about matching them to actual job qualifications later, with your new hiring software applicants will usually be indicating interest in a specific job or two as they complete an online employment application. The good news is that you have the chance to hone in on a unique job’s requirements and attach position-specific screening questions to the application. Then, utilize filters in your applicant tracking software to automatically score and qualify/disqualify candidates based on answers to key job-relevant questions.

#4 – Refocus Your CRM Mindset to Bolster Your Organization’s Employment Brand

In the agency world, you would probably have had a mild heart attack if you lost access to your favorite customer relationship management program. After all, it was critical for you to stay on top of all the prospecting irons you had in the fire, as well as the candidates that might potentially fill your open position docket.

Channel your time management skills into wowing your potential recruits at your new organization with your ability to juggle many open requisitions while remaining responsive and resourceful. In a new role, it will be especially critical for you to be an ambassador of your company’s employment brand – intimate with your corporate culture and hiring practices and guru of answers for common applicant questions. There will be even higher expectations for you to respond to applicants in a timely manner since you are directly representing the employer. Utilize your applicant tracking software’s email templates and Outlook integration to make this easy.

#3 – Use an Electronic Job Requisition Management Process to Shorten Time-to-Fill

Within an agency setting, you were likely never involved with the sometimes delicate and/or political process of getting a job opening approved. No, you probably only started working on job listings once they were ready to receive applicants. In the corporate setting, you may have a role in the job requisition management process. Whether you or your hiring managers initiate new job requisition requests, your applicant tracking software will have a feature that allows you to make this flow paperless so that you may quickly get the string of approvals you need in order to make the job listing live. Help the process move along even more quickly by using your powers of persuasion to convince managers to respond to electronic requests as soon as possible.

#2 – Brush Up on Your Compliance Reporting Requirements

Now that you are working directly for the employing organization, you may find the task of managing compliance reporting has fallen onto your plate – despite it being something your professional palate has perhaps not yet experienced. Depending on the scope and size of your organization, you may be responsible for preparing items like an applicant flow log report for affirmative action plans under the jurisdiction of the OFCCP; or, the EEO-1 Report due annually to the Equal Employment Opportunity Commission.

Certain behaviors should be applied consistently in order to ensure that your recruiting software can effectively report on these items. Revisit the applicant status codes you are using, as well as the voluntary demographic information you collect on your online employment application, and make any necessary changes. Or, don’t recycle old job listings by just reopening their active dates, etc. Check with your employment law attorney for additional guidance on your organization’s reporting responsibilities.

#1 – Use Social Media & Condensed Application to Proactively Recruit

Social media sites are a tremendous resource for sourcing applicants proactively, as well as for gaining a more complete picture of a candidate’s background (as long as the way in which you use social media is consistent and appropriate across all candidates). Utilize your experience (you are probably already a social media recruiting maven coming from the agency side) to continue to confidently reach out to potential A Player candidates and connect to learn more about them; however, truly gauge their interest by then inviting them to apply for specific positions with your organization using the social media integration built into your applicant tracking system (i.e. don’t just “inhale” their resume without identifying their intent for a specific set of position types).

Ask your hiring software provider if there is a way to invite passive candidates to complete a shortened, basic application to indicate interest in a group of positions. This will help convert passive applicants into individuals in your database since they will not have to complete a long application. Then, once certain individuals have been identified for progression in the hiring process, invite them to finish the more extensive application since they have been identified as a contender. This approach especially works nicely when you are sourcing executive-level candidates.

With these quick tips under your belt, you are on your way to making a smooth transition from the agency recruiting environment into the corporate recruiting role. For more information on recruiting trends and topics, please subscribe to the ExactHire blog; or, contact us to learn more about our recruiting and onboarding software options.