26 Hoosier Banker July 2016 HUMAN RESOURCES Ask any business about its current top challenges, and the odds are strong that recruiting and retaining talent are somewhere on that list. Smart companies know that they are only as good as their best workers and thus prioritize seeking out the best people for their organizations. Attracting top talent in a candidate-driven market, however, is a challenge that must be tackled in innovative ways. The key is selling potential employees on the benefits of working with a particular company. This makes recruiting a marketing effort and, in today’s world, that means tapping into technological resources. As technology continues to evolve, it plays a vital role in the way companies approach the talent search and hiring process. When LinkedIn and online job applications first began to gain traction, they were seen as supplements to the traditional paper resume and inperson interview. Today, recruiting includes an array of digital tools that allow real-time, targeted twoway communication – Facebook, LinkedIn, Twitter, YouTube, Digg, StumbleUpon – plus a variety of blogs. These sites are used both by companies seeking to fill their positions and by candidates looking for new opportunities, and it is essential to differentiate them. If Facebook is the backyard barbeque, for example, then LinkedIn is the business lunch. Statistics reveal the importance of having a presence on both. According to a recent survey conducted by the Society for Human About the Author Charlie Tudor is managing director-banking and financial services of Angott Search Group, Rochester, Michigan. A certified senior account manager, Tudor joined the company in 2000 and has more than 20 years of experience in industry recruiting and placement; he specializes in banking and financial services, with focus on mid-sized community banks. Active in his community, Tudor is a graduate of Michigan State University. The author can be reached at 248-453-0072, email: ctudor@asgteam.com. Angott Search Group is an associate member of the Indiana Bankers Association. Recruitment in the Digital Age: Leveraging Social Media in Today’s Marketplace Continued on page 28. Resource Management, 77 percent of respondents indicate they currently use social networking for that purpose. A similar survey by Jobvite reveals that 66 percent of companies now recruit via Facebook, more than 50 percent use Twitter, and almost all use LinkedIn (94 percent). Benefits of Social Networking Embracing social media in your recruitment efforts allows you to: • Tap into a diversified talent pool. Social recruiting puts you in the mix with people outside your own networks. This doesn’t mean replacing the entire existing recruiting process with social networking; however, leveraging these tools and adding them to the recruitment mix can improve end results. • Find hard-to-reach candidates. When competition for talent is fierce, identifying the best can be challenging. Social networking offers the ability to reach out to passive or hard-to-find candidates who likely would not surface through other sources. • Reach higher-quality candidates. Individuals who frequently use social networks tend to be early adopters of innovation and more technically savvy. These are the potential candidates you are often seeking, and social networks offer
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