The "try before you buy" approach
Posted: Mon Jan 20, 2025 5:43 am
At the time, my vision for the kind of role I wanted next was narrow. Aside from my brother and aunt—two people who went completely against the grain with their careers—no one in my family worked for a startup. The picture I had in mind of that environment was purely shaped by the stereotypes so I felt compelled to cling to the corporate world.
Instead of joining Social-Hire full-time, I began working as a content writer for the business part-time to get better acquainted with the clients and type of work Social-Hire did.
About a month after graduation, the RPO I recruited for, before my internship started, reached out about a new position they created in the business: a Sourcing Specialist. This role involved technical sourcing, but also covered all china phone number library marketing and advertising aspects of recruitment. I'd engage candidates as well, so this role at the agency ended up convincing me more and more that I wanted to move closer toward the marketing and advertising side of recruitment.
Still wanting to be involved with Social-Hire, I stayed on as a writer and created content on the weekends.
The idea of working for a place that I had grown to have such gratitude and admiration for, got me thinking about the ways I’d grow from working directly with Tony and the team. After about 6 months of getting to know the clients and seeing how Tony and the team operates, I was ready to take the plunge. It ended up being one of the best decisions I’ve made in my career so far.
Lesson learned: never assume that you know the candidate's situation entirely. Leave room for change.
One of the most effective uses of social media for recruitment is candidate pipelining or creating a talent pool for future positions. Social media’s an interactive communication channel that allows you to build connections and rapport with a large number of the candidates that you want to attract, so that once they are ready to make a move, then you’re no longer just another recruiter hounding them for attention.
Social recruiting gives recruiters the opportunity to evolve from stranger to advisor. (click to tweet)
The thing is, none of us will ever know all aspects of candidates' or clients' lives. We don't know everything, or everyone, that's influencing their decisions. We don't know if they'll have an experience that changes their view of the opportunity.
When using social media to recruit, it's essential that you focus on building relationships rather than just filling the job at hand. There's more power in social media than one-off transactions.
Instead of joining Social-Hire full-time, I began working as a content writer for the business part-time to get better acquainted with the clients and type of work Social-Hire did.
About a month after graduation, the RPO I recruited for, before my internship started, reached out about a new position they created in the business: a Sourcing Specialist. This role involved technical sourcing, but also covered all china phone number library marketing and advertising aspects of recruitment. I'd engage candidates as well, so this role at the agency ended up convincing me more and more that I wanted to move closer toward the marketing and advertising side of recruitment.
Still wanting to be involved with Social-Hire, I stayed on as a writer and created content on the weekends.
The idea of working for a place that I had grown to have such gratitude and admiration for, got me thinking about the ways I’d grow from working directly with Tony and the team. After about 6 months of getting to know the clients and seeing how Tony and the team operates, I was ready to take the plunge. It ended up being one of the best decisions I’ve made in my career so far.
Lesson learned: never assume that you know the candidate's situation entirely. Leave room for change.
One of the most effective uses of social media for recruitment is candidate pipelining or creating a talent pool for future positions. Social media’s an interactive communication channel that allows you to build connections and rapport with a large number of the candidates that you want to attract, so that once they are ready to make a move, then you’re no longer just another recruiter hounding them for attention.
Social recruiting gives recruiters the opportunity to evolve from stranger to advisor. (click to tweet)
The thing is, none of us will ever know all aspects of candidates' or clients' lives. We don't know everything, or everyone, that's influencing their decisions. We don't know if they'll have an experience that changes their view of the opportunity.
When using social media to recruit, it's essential that you focus on building relationships rather than just filling the job at hand. There's more power in social media than one-off transactions.