December '18

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62 • RV PRO • December 2018 rv-pro.com B U S I N E S S H iring top talent is never easy. With the current tight- ening of the labor market, however, it's tougher than ever to find the best people. Gone are the days when an employer could simply post a "help wanted" ad and enjoy the luxury of a long line of applicants. "The nation is short of workers," says Mel Kleiman, director of Houston-based Humetrics, an employment consulting firm. "With unemployment hovering around 4 percent, basically anyone who wants a job can get one." That means there are fewer people around for employers looking for candidates. The solution? Be more proactive in your recruiting, according to Kleiman. "A lot of people are not unhappy enough with their current positions to search out new ones," he says. "But they might well be interested if jobs came looking." To grab the best people, employers have to take the initiative. And that means taking full advantage of the Internet. "If you are looking to hire people, you have to go where they congregate," says Orlando-based management con- sultant Terry Brock. "And today people congregate on social media." Network for Success At one level, social media repre- sent a dramatic shift by the recruiting environment onto the Internet. At another level, social media is just the latest version of the old tried-and-true networking paradigm. "Twenty years ago, the value of recruiters was often determined by the quality of their personal networks," says Toronto-based management consultant Randall Craig. "And, really, it's the same today. What's different is the degree of visibility: Social media have, for the first time in history, exposed those networks for everyone to see." On the plus side, the modern-day networks are far larger than the old tele- phone and surface mail-based systems, so employers enjoy an enlarged hunting ground. And there are plenty of social media to choose from. At one time, LinkedIn ruled the roost, but today there's a place in a company's recruiting arsenal for Twitter, Facebook, and a bunch of upstarts, such as Instagram, Snapchat, and Pinterest (see sidebar, "Pick Your Social Network" on page 64). What do all of these electronic market- places offer that companies can't get with the familiar job boards, such as Career- Builder, Monster and ZipRecruiter? "If you post a notice on the job boards, you only reach people who are actively looking for new positions," says Nate Riggs, CEO of NR Media Group, a consulting firm in Columbus, Ohio. "But if you reach out on a social network, you can attract the attention of top-per- forming people who might not be looking to move on, but who are intrigued by an unexpected opportunity. This can greatly expand your candidate pool and can help you land valuable talent." There's yet another way social media can put employers in touch with more prospects: Referrals. Most employers already realize the value of asking In a tight labor market, savvy employers are using social networks to attract 'passive candidates' who are not looking for a new position but might be lured by an attractive offer. Social Recruiting By Phillip M. Perry

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