Social Recruiting: Data vs. Conventional Wisdom
Derived from the book Moneyball: The Art of Winning An Unfair Game (which also inspired a movie ), the ‘Moneyball Sourcing model’ described here by Marvin Smith allows for a different, data-driven approach to viewing sourcing and recruiting. In the actual novel, Beane managed to sign baseball players who were less expensive yet still able to compete against the best squads. How did he achieve this?
“[…] He changed the game by rethinking every tool, mindset, and ingrained assumption on talent. He defied more than 130 years of conventional baseball wisdom by creating a data-driven talent strategy for piecing together a winning team.” wrote Tammy Johns, HBR Blog Network
Can this really be applied in the domain of sourcing and recruiting?
According to Jobvite surveys, and contrarily to conventional wisdom, Facebook is the most popular social platform used for job seeking, and even more interesting, results of a major Jobs2Web study showed that the platform is a candidate source 3 times more efficient than Linkedin and other hire sources.
The data above might be right – but how useful could it be in terms of long-term strategic Social Recruiting plans? How effective can it be if it doesn’t show who is hiring what jobs and where? How do you know it is worth the time, effort and money?
What we tend to hear is about recruiters investing more on Linkedin for recruiting than on Facebook. You also read that most people view Facebook as a personal social network and not a professional platform for recruitment.
Perhaps one of the challenges for hiring managers and the use of Facebook for sourcing, might be due to the fact that the information you seek to judge a job seeker, isn’t available due to their private and protected profiles, unlike on LinkedIn.