With word of mouth outpaced by tweets, shares and likes, CIOs looking for fresh IT talent must know how to use social media to recruit the best job candidates. That means having a coherent strategy for each popular social network while not overlooking the basics of good recruiting.
"The key is finding the right candidate at the right time in the right place," says Mark Endry, CIO of Arcadis, a $3.5 billion company that consults and manages projects in design and building. Recent projects include a prison in Alaska and a viaduct in France. "[Candidates] may not be active on LinkedIn, but they may have expressed interest in working for us through a tweet."
Social media is integral to all U.S. recruiting efforts at Arcadis, not just for the IT group, says Endry, who also spent six months as interim senior VP of human resources at the company. IT makes extensive use of LinkedIn when filling U.S. job openings, sharing select positions on the Arcadis LinkedIn page and Endry's personal page.
The company also uses Twitter for hard-to-fill roles or to target people with communication or marketing skills. On Facebook, they work to attract new graduates and promote the Arcadis brand.
"The goals should be to make potential applicants aware that you have jobs available and to show what it's like to work for your company," says Jason Berkowitz, VP of client services at Seven Step RPO, which helps companies find new employees.