There were two things I latched onto. First, within the population of active job seekers (the ones who say they used Facebook for job opportunities), more than 60% did not have college degrees. This gave me the impression that Facebook might be the preferred platform for lower end jobs.
The other thing that struck me was the fact that the data focussed on active and proactive job seekers. Aren’t we all looking for the holy grail of “passive candidates?” But maybe I was just being biased? Trying to justify my own view of the world. Perhaps I am just an old curmudgeon who can’t get over himself?
Well finally today there is more evidence to support my correct opinions. Yesterday I spoke with Peter Levy the CEO of Veechi Corp., the maker of SocializedHR. They just completed a study that shows LinkedIn is still the King of the proverbial Social Hill, when it comes to recruiting.
You should read the report yourself, but here is the gist.
Peter told me they took 115 recent job seekers who applied for positions through a Job Board, to get as random a sample as possible. They used their own SocializedHR technology to gather up the social profiles of 115 candidates, and backed it up by conducting the same analysis manually. Here is what they found. 13 people (11.3%) had no network footprint at all. Of the remaining 102 people:
94 (92%) had a Linkedin profile
62 (61%) had Facebook
26 had Twitter
22 had Google+
So when you are looking to find people who may not have found your career site, you are better off hitting LinkedIn than any other network. It is very possible that I am once again just looking for data to support my own conclusions, but there is something else in here that is staggering.
Of the 115 people, 89% have an online presence that could be found and assembled through automation tools like SocializedHR without any human intervention. The game has definitely changed.
It is no longer about finding and hoarding information about people. It is now only about how you engage the people you already have access to, human to human.
Original source article: Inside Talent Management Technology