#TChat Recap: How Social Recruiting Makes the Talent Business Case

Do you ever wonder how prevalent social recruiting is today – especially versus five years ago? Or what are considered best practices for reaching out to candidates on social sites? Social recruiting is no longer a trend. It’s the new norm. According to new Dice research, 9 out of 10 recruiters are using social media in talent acquisition.

This week, the TalentCulture community enjoyed a fast-paced and high-energy discussion about how social recruiting makes the talent business case with this week’s guests: Stacy Zapar, Founder of Tenfold, and recruiting strategist, trainer & advisor; and Allison Kruse, Senior Manager of Social Media and Talent Acquisition at Kforce.

Social media has become the tool for promoting jobs, building brands, sourcing candidates, creating relationships, and vetting applicants. Dice research also shows that social has improved or is greatly improving tech recruiting results including quality of candidates, referrals, and time-to-hire.

Think social media is big now? It’s only getting bigger, along with its importance to tech recruiters looking for results. However, there is some art and science to doing it right. Listen to the recording and review the #TChat highlights to learn more.

Thank you to all the TalentCulture sponsors, partners and supporters!

#TChat returns Wednesday, Dec 9, 2015 @ 1 pm ET/10 am PT. The TalentCulture team will be talking about our favorite #TChat shows from 2015. Join us and share your favorite #TChat moments from this year.

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photo credit: 3D Social Networking via photopin (license)

Why You Should Start A Talent Community Now

Everyone seems to have a different opinion on what exactly makes up a talent community. Is it the contents of your CRM? Your job board resume database? The collection of people that ‘follow’ your company on LinkedIn. For me, there isn’t necessarily a single hard and fast definition. What there is though, is an overriding theme.

The clue is in the word. Community. A talent community is a group of candidates that a company is focused on building a relationship with. The emphasis is very much on communication. Companies stay in touch with these candidates and focus on creating a two-way dialogue. It’s a learning opportunity for applicants, who have an opportunity to ask recruiters questions and get to know the brand, while it offers companies the chance to draw out the application process and fully understand whether a candidate is a good cultural fit.

The current ‘war on talent’ is forcing companies to change the way they hire – talent communities are central to these changes. We recommend you get ahead of the curve and start your talent community right now!

Here’s why:

Everyone is passive nowadays

Look around your office. Everyone you see probably falls into the category of passive talent. You might be surprised to hear that as many as 35% of employees are quietly looking for a new job within weeks of joining a new company! Even your co-workers who aren’t actively looking for new opportunities, the people who may be more than happy in their respective positions, are passive candidates nowadays. Do you think really think that, if a great opportunity came knocking, they wouldn’t be open to hearing more?

We’ve reached a stage where almost everyone can be included in the ‘passive talent’ category that we all hear so much about. Understandably this group often encompasses the most talented employees that companies have to offer – the kind of people that could be real game changers for your business.

You can’t rely on these candidates applying to your company, you need a different approach. This is where the talent community framework comes in handy. The hiring process becomes more informal. Less of a ‘just-in-time’ approach, more of a relationship building exercise.

Focus on connecting with this top talent and letting them know the exciting things that you’re doing. It’s a time investment and you may end up with a more drawn out hiring process, but it’s the best way to hire the very best candidates in today’s hyper-competitive market.

Stop losing talent

We often have a very rigid view of the hiring process. A candidate ticks the boxes? We hire them. They lack the required skillset? Straight into the no pile. We rarely stop and think about whether that applicant might suit a different role that we’re hiring for. Or whether they will become a great fit in 6 months time when we’re hiring again.

Talent communities let you decide for yourself where a candidate fits in your organisation. It’s this logic that led Zappos to remove job positions from their application process. Now you apply to become a Zappos insider and the company decides which role you are most appropriate for.

This puts the power back in the hands of your recruitment team and stops talented individuals, that might be perfect for your company, from slipping through the gaps.

This post originally appeared on the Seed Blog

Ben Slater is Sales & Marketing Director at, a platform bringing marketing and data science to hiring. Follow him @BenJHSlater