When using a new network or forum for the first time

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3. At first glance automating the tweeting and status updates of job requisitions sounds like a great idea. Jobvite is one of a handful of applicant tracking systems that allow for the broadcasting of links and adverts of your live jobs through your own social accounts. However, social media is an engagement platform not a bulletin board. If you have managed to get a decent number of followers or have a large network they will soon tire if your only update is to tweet links to a list of your vacancies. Effectively you are adding to the noise - you will be unfollowed, you will be ignored. For a similar degree of success you might like to try shouting out job titles into a well - it's largely the same thing and at least there you'll have an echo.

4. it's important to gain an understanding of the norms and conventions of that thailand phone number library network. Lurk a little. Learn how and where it is appropriate to make an approach. A good example of this is joining a private group on LinkedIn centred around a largely technical discussion ignoring completely a tab marked "Jobs" and pasting your job ad slap bang in the middle of a technical debate. You instantly alienate the audience and risk being removed from the group in short order.

5. Being present on a particular network is not a guarantee of success. Being first to place a job advert on a particular network does not make you more innovative or creative than other recruiters. If a network exists for a specific type of content don't try and circumvent this. If you do, you're just adding noise. Text based job adverts on Instagram are a good example of this. Instagram at it's best exists as a celebration of the visual form - or in more mundane terms as a platform for adding filters to a photo of a latte - why waste your efforts trying to circumvent the form? Save Instagram for arty shots of your work environment, or find a happy employee and post their photo as proof they exist.

6. In adopting a more social approach there can be a tendency to ignore the socially established barriers that would exist in other forms of contact. Some social networks are best used for discovery rather than contact. For example, I might find a candidate using Facebook search or Twitter but for the candidate these could be personal outlets rather than professional. They may not welcome a contact here, knowing that a recruiter has found you on Facebook and has probably perused your photos and status updates doesn't make for a relaxed and comfortable candidate experience. Look at how a candidate utilises a network, if it's largely personal they might not want to be approached in a professional capacity on these networks, why not use a second network to make the approach? Find them on Facebook and contact via LinkedIn. Talk to them, don't stalk them - talk don't stalk!


Social networks allow for individual, tailored and above all, authentic approaches. Social networks may well be the future of recruitment, but some old adages remain true - you only get one chance to make a first impression. Make that first impression count, research, approach creatively, source intelligently and you'll get the responses and referrals you're looking for. Smart sourcers make the candidate feel special and unique, their approach is measured and relevant, the lazy seek to broadcast, screaming into the void, looking busy and generating nothing.