This is How to Recruit Right job Candidates via G+

Google+ is the ignored channel in social media recruiting. While it was surprising that Google+ is often ignored by recruiters for candidate sourcing. Recruiters can get reap more benefits from social media recruiting channel like Google+ to source right candidates. Here are few statistics about Google plus:

• Monthly active users: 440 million
• Number of profiles currently: 2.2 billion
• Average time spent by each user: 12 minutes a day
• Top countries: USA, India, Brazil, UK, Canada

What are the reasons to use Google+ for sourcing candidates?

Following reasons explain why candidate sourcing via Google Plus is useful:

• Focus on average profiles: It is important to focus on average profiles rather than focusing on numbers when you are sourcing on Google+. Google plus is the platform suitable for tech savvy professionals. If you are looking to hire tech hires, then it is the excellent platform.
• Difference between Google+ and other channels: The main difference is that users do not add a full profile details which contain their professional and personal information. It provides limited data as compared to other social media profiles like Facebook, Linked In and Twitter.
• Why not Google+: Whenever we think about Google, we assume that it is a largest search engine, great email platform, blogging platform and you tube.
• Here you can send emails to Google+ users without having their email addresses also.

How to optimize Google Plus for candidate sourcing?

Here are the best ways to leverage Google+ for sourcing candidates:

• Create an awesome Google+ profile: Create an impressive Google plus profile with all information including web links and relevant keywords. Make sure that you have added a nice cover photo and profile picture logo of your company.
• Networking with right people: Networking is an important aspect in connecting with right people via Google Plus. You can connect with prospective job candidates via circles. Circles enable you to send emails to the all contacts in your circle.
• Hangout Feature: Hangout feature connects one with each other. It connects recruiters with employers for better opportunities.

What are the Types of Recruitment Sources?

Recruitment process involves searching, screening, interviewing and selecting the right candidates for the desired roles. Wisdom jobs career edge found following two types of recruitment methods are available.

1.       Internal Sources

2.       External sources

Internal Sources: Internal sources is common method of recruitment as it involves hiring via external sources, companies fill the positions through references of internal employees or by promoting current employees to higher positions.

Different methods of Internal Sources

·         Internal advertisements (emails, newsletters)

·         Word of mouth

·         Internal employee referrals

·         Retired employees for temporary or contract positions

·         Current temporary/contract employees for permanent positions

·         Former employees for part time/freelance or work at home roles

Various advantages of Internal Sources: According to wisdom jobs reviews study following are the  advantages of internal sourcing are as follows.

·         No hiring cost and consumes far less time

·         No need to provide training

·         Build strong relationships with employees

·         Used to motivate others to work hard

·         Easy to recognize and pick best talents within an organization very quickly

·         Employee retention ratio will be high

Various disadvantages of Internal Sources: Inspite of many of the above stated advantages, there are a few disadvantages of hiring internal sources.

·         The positions of the promoted persons remain vacant.

·         No new opportunities for external candidates

·         Chance of favourism in promoting some of the employees

·         Possibility of dissatisfied talented employees, when their peers are promoted

External Sources: External sources are other method of recruitment as it involves recruiting through external networks, job portals or recruitment agencies. Here hiring managers search for the right candidates via online job portals, social media channels like LinkedIn, facebook etc

Wisdom jobs complaints suggest following methods of External Sources

·         Job portals

·         Recruitment and head hunting agencies

·         Job postings in newspapers/websites

·         Campus recruitments

·         Walk-ins

Advantages of external Sources: Some of the advantages of external sourcing are as follows.

·         Creating new opportunities for external candidates

·         Best candidates can be promoted

·         Lesser chances of favourism

·         Flexibility to recruit the best match for the position

Disadvantages:

·         Cost to hire is high compared to internal sources.

·         External process is time consuming

·         Acquiring outstanding candidates is strenuous

·         Internal recruiters often lack headhunting skills

Ought to approach recruitment agencies for best hire