Recruitment has gone social. Here’s how B2Bs can adjust to get the best people.

“I am convinced that nothing we do is more important than hiring and developing people. At the end of the day, you bet on people not on strategies.”–Lawrence Bossidy, Former CEO, Honeywell

As younger segments of the population enter the workforce, tech-savvy graduates are exhibiting a reliance on social media that dwarfs their predecessors. To keep up with this trend, recruitment will need to rely more heavily on social media to find and attract the best talent.

Gen Z & Millenials adopting smartphones, online platforms, streaming content and the internet in general, means that the best place to connect with them is online, using tools that take advantage of online interaction. This is especially evident according to Forbes, which states that, “by 2019, this group [Gen Z] will make up about 20% of the workforce — more if the current pace of Boomer retirements increases. That means tweaking your recruiting strategies yet again.”

It’s critical for all businesses, especially those in the B2B world to refine their recruitment strategies and make the most of social media for one simple reason – to ensure you spot and attract the best talent.

The truth is, the success of any business, from sole proprietor to multi-national corporation is dependent upon its people. For this reason, it’s imperative that leadership understand the talent marketplace, where it’s located, and how to reach the best it has to offer.

The challenge is even more relevant for large B2B companies who often don’t have the prominent public brand that attracts the best candidates. These companies need to take a more active role.

The US arm of Sodexo, a French ‘quality of life’ services company, understood this truth and took action. Recognising the importance of culture in attracting quality talent, they used a mix of a dedicated careers site and social media pages (such as Facebook, Twitter and LinkedIn) to not only share job offers, but also give people a behind the scenes look at what it was like to work for Sodexo. By highlighting the human aspect of their employees and sharing their stories they saved an estimated $300,000 on recruitment costs and witnessed a 182% increase in traffic to their careers site.

But it’s not only large global B2Bs who can benefit. Social offers many practical ways to save time and money in recruitment. Tools such as Oracle Social, Hootsuite or Sprout Social in addition to Linkedin to schedule and automate job offers can make the process much more efficient.

Still on the fence about using social in your recruitment? Here are three quick points to seal the deal.

Fish in a bigger talent pool
Ignoring social puts you at a disadvantage for the simple reason that you are shutting off an enormous segment of the talent market. With LinkedIn boasting a reported 400 million users and Twitter a respectable 236 million, the pool is large. Job posts are regularly shared, retweeted and have a way of finding appropriate candidates.

Save money on recruiters
This is a no brainer. Recruitment costs can put a big dent in the bottom line and developing a social recruitment strategy can help you invest that money back into your business, where it can make a bigger difference.

Find the cream of the crop
The best people aren’t often out there applying for your jobs, they need to be found. Platforms like LinkedIn and Twitter are great ways to identify leaders in their field who demonstrate thought leadership and engagement.

By integrating social recruiting techniques, companies ensure that they are maximising the size and quality of the talent pool. Not only that, but social platforms are a great way to communicate the culture of your company to prospective candidates – especially valuable for B2B brands.

To learn more about why B2B companies need social media, download our eBook “10 Reasons B2B Companies Need Social Media” here. If you work in social media yourself at a B2B company, join our community to learn even more from your peers.