Using social media and boomerang talent in recruiting efforts

Recruiting in today's economic climate can be challenging. However, the reason isn't because there are more people looking for work than open opportunities exist. In fact, it's quite the opposite. Today, we are in a market where the job seeker has the advantage. With so many organizations having positions that need to be filled, those in the market for a job are actually finding that they have their pick of employment offers to choose from.

Supplemental staffing recruiters, particularly those sourcing for manufacturing or engineering candidates, in order to attract the best talent available, must employ innovative strategies. Typically, when a company has a position that it would like for its staffing partner to fill, recruiters will go either to the job boards to try to find candidates or source through the agency's applicant tracking system if there is one in place.

However, there are other ways for locating candidates that could be very valuable, but may not have been considered by recruiters.

Become proficient in the use of social media
Using sites like LinkedIn, Twitter or Facebook as a recruiting tool is relatively new to the recruiting world. However, given the fact that there are literally hundreds of millions of people with accounts on these social networking sites – and conversations taking place and information being exchanged literally every second of the day - savvy recruiters will see the potential in making these sites a recruiting source.

However, when doing this, it's important to understand what to look for in candidates who use social media, along with behaviors to be wary of should you consider making contact with someone about a potential job opportunity.

In an article from Recruiting Trends, the website listed six behavior patterns that should be viewed as a red flag when using social media sites to recruit. Things such as having poor communication and grammar skills should be viewed as less than positive, along with individuals who post inappropriate pictures of themselves or others or use foul language routinely. People who exhibit these characteristics wouldn't be ideal for supplemental staffing recruiters to present to companies as potential candidates for job openings.

However, those who exhibit a level of expertise and knowledge in a certain area on social media should be noted, as well as individuals who consistently present themselves in a professional manner. Recruiters would be wise to identify these candidates and make contact with them as soon as possible. These are the individuals whose resume's can be presented with confidence, increasing the chances that a placement will be made.

The value of boomerang talent
Inevitably, an employee will leave his or her employer for a new opportunity. Unlike in past eras, rarely do people today stay in one position for very long. However, for manufacturing or engineering recruiters looking to fill an opening requiring a specific set of skills, it may be worthwhile to search for individuals who may have worked for a client previously in that role.

These individuals are commonly referred to as boomerang talent and they can be extremely valuable in helping recruiters make placements. However, before this can happen, it is important to understand on what terms the individual left the client.

If the relationship ended on a sour note, then chances are they won't be welcomed back anyway. However, if the candidate states that he or she was a good employee and left on positive terms, if the client can independently verify this information, it increases the chances that a position will be filled. Ultimately, the outcome becomes a win-win for both parties.