Social Recruiting: The Replacement for Cold Calling

By Justin Miller

Article Originally Posted on

A Blog that Caters to the Marketing Aspect of Recruiting

I think it goes without saying that probably the hardest part of the job for recruiters is making cold calls.

Having to make hundreds of calls a day can be a bit daunting on people, especially when only a handful are willing to let you get passed a sentence, and only a handful of those people are willing to work with you on a contingency basis.

It’s a main reason why the turn-over rate is so high amongst recruiting firms; young people with little patience and thin skin. But the cool thing that Biz Stone(Founder of Twitter) Reid
Hoffman (Co-Founder of LinkedIn) and “The King” Mark Zuckerberg (Founder of Facebook) has brought us are avenues in which we can rely less on cold calling, and more on pressure-free conversation.

Sites like Twitter, Facebook, and LinkedIn are quickly over-taking job boards as places where candidates are going to find their next job opportunity. I get the sentiment that candidates now feel sending their resumes to places like Monster and CareerBuilder is akin to sending it into a black hole, often times never even getting emails back to let them know their information was received.

Why is there a growing trend of candidates on social sites?

Quite frankly, it’s not as if candidates joined these sites to begin their job hunt, they were already members to begin with.

Now as opposed to just interacting with family and friends on sites like Facebook, Twitter, and LinkedIn they are able to engage companies they are interested in working for. Yet for whatever reason, a lot of recruiters seem unaware that sites like these are crucial for the direction their business is moving towards. As more and more things like televisions, smart phones,
and tablets include social applications in their design features, so too must our industry.

Social sites encourage conversation and interaction, this can help recruiters avoid cold calls and embrace joining in on the dialogue. Depending on what each recruiter’s specialty may be there is a group on Facebook for it, or a list on Twitter that applies. Being present online and having exposure can benefit recruiters to the point where people will now come to YOU (what a thought!). But it’s important to not just overwhelm people with job ads and constant pitches. Become a trusted source for a topic, gain a reputation as someone who knows what their talking about and I guarantee you will find success.

Quality over Quantity.

Do you currently use social media for recruiting purposes? Does it work?

Comment Below

Views: 535

Comment by Sharon Collyge on December 6, 2010 at 6:03pm
I've been around a while in recruiting, 20+ years, and my opinion is that traditional recruiting knowledge combined with a passion for learning new things, and being open to trying new approaches and tools, like Social Media, is the best of all worlds. I've always loved recruiting because I like dealing with people and the challenge of finding the best qualified candidates. Why wouldn't all recruiters want to take advantage of their traditional experience and new progressive resources, especially when they are free and very popular.
Comment by Justin Miller on December 6, 2010 at 7:22pm
I agree Sharon, thanks for the input!
Comment by Chuck Klein on March 17, 2011 at 4:57pm

It would be interesting to hear HOW recruiters are effectively using Linkedin to find viable candidates.

Are you focusing on networking with people in "Groups"?  Using the premium service and doing searches and then sending Inmails? (By the way, how have people done with Inmails?).


We made a very difficult placement buy getting a referral from someone we found in a group. The initial contacts were via LI messages - then the phone was used extensively. But the phone was stage II.


Anyway, let's hear how you are using LI and Twitter.




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