When Joseph Roualdes decided to post a video from a 2011 scuba diving trip to Maui on social media, his intention was to share his memories with family and friends.
But when a hiring manager came across the photos, Roualdes found himself the subject of a targetedrecruiting push.
“I wasn’t looking for a job,” Roualdes, 33, said, “but I received an InMail from a hiring manager at LinkedIn, and it was a great personal note that started with a comment about how she had seen my video, and that she, too, was a diver.”
Along with sharing an interest in scuba, Roualdes said the hiring manager noticed he had the skills and experience for an open position as a public relations manager for LinkedIn Talent Solutions, a division of theprofessional networking firm LinkedIn Corp.
“I established the connection and went on to interview and accept an offer,” Roualdes said. “It was partly because of that human contact at the start that I was interested.”
Roualdes’ story is not uncommon. As use of social media has increased, so has the level of information available for recruiters to source prospective candidates. In fact, social media has become one of the most-used recruiting tools. According to Jobvite’s 2014 Social Recruiting Survey, 94 percent of recruiters incorporate LinkedIn in their strategy, with 73 percent of recruiters hiring a candidate through social media.
via Hiring in the Age of Transparency | 2015-03-20 | Workforce.com.
