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Check Out These Recruiting Tools

by May 14, 2014, 12:01 am ET

bullhornRecently, I showed you how Jobvite’s latest survey revealed that recruiting via social media is increasing. Ten percent of respondents said they found their “favorite or best” job through Facebook; 6 percent found it through LinkedIn and 5 percent through Twitter. As for recruiters, 94 percent of them are on LinkedIn and 65 percent are active on Facebook — and, most importantly, 78 percent say they’ve made a hire through a social network.

In addition, social media is a great way for recruiters to engage passive candidates. There are some great new tools that integrate social media into your talent acquisition efforts. Here are my favorites. Before I start, let me say that this isn’t an exhaustive list meant to exclude; it’s merely meant as some good examples!

Zartis and OpenHire – Use Your Employees’ Social Connections

Several online tools allow recruiters to use the social networks of their employees. A couple examples: SilkRoad’s OpenHire works in both directions: it lets job-seekers see who they know within your organization and lets employees easily share open positions on their own social pages. Zartis goes a few steps further and lets employees actually add their social connections to your candidate pool. You can then see how many views, clicks, and candidates each employee generates, supercharging your employee referral program.

TalentBin – Score Candidates’ Social Footprint

TalentBin, to take one example in this category, aggregates information from more than 100 websites, offering what it claims is the world’s largest passive candidate database. For each job-seeker, TalentBin creates “a full picture of a candidate’s professional and personal interests,” and gives a score based on criteria you provide. You can then reach out to the job-seeker through one of their own social channels. That’s a great way to stand out from other recruiters, who will likely contact the job-seeker through conventional email.

PathMotion — Let Job-Seekers Speak to Employees

PathMotion lets employers create branded Facebook pages. It displays current vacancies next to employees who actually have that job. Even better, job-seekers can directly engage these “employee ambassadors” and ask them questions. This is a fantastic opportunity to let job-seekers peek behind the curtain and learn what the company culture is like from a worker’s point of view. It has been called “Quora for careers.

BranchOut and BeKnown — Turn Facebook into LinkedIn

It’s hard to believe, but being just a few years old makes an online tool a “classic” in the social space! Two recruiting apps launched in 2011 that integrate with Facebook, allowing both recruiters and job-seekers to use it more like LinkedIn. The first, BranchOut, overlays employer information on top of users’ Facebook interface. This lets recruiters search by company, job title, or even an individual’s name. BranchOut then displays relevant candidates based on your search criteria and your connections to those candidates. Because of its use of Facebook’s API, BranchOut can claim it allows access to 800 million searchable profiles.

Monster offers a similar Facebook app, BeKnown. Employers can create company pages so they “showcase your recruitment brand and your open positions” that are already on Monster. Job-seekers can use their own BeKnown accounts to follow your company, search jobs, and connect with your employees. If you’re already using Monster for job posting, integrating BeKnown is a great way to expand into social with little effort.

Of course, this category is also full of others, Work4, to name just one.

Automatic Posting and Putting it All Together

Many other social recruiting tools, including but not limited to BullHorn Reach and Jobvite, let recruiters automatically push job postings to Facebook, LinkedIn, and other social sites where your organization has an account. TribeHR has this feature and lets job-seekers apply directly from LinkedIn, storing their profiles for future use.

I hope you can see how social recruiting can transform and improve your talent acquisition efforts. Many of these tools I mentioned have free versions or free trials, allowing you to pick the one that’s right for you. But once you’ve made your choice started recruiting with social, how do you measure success? What’s the ROI of all these fun tools? I’ll take a deeper dive into tracking social recruiting metrics in my next post.

This article is provided for informational purposes only and is not intended to offer specific legal advice. You should consult your legal counsel regarding any threatened or pending litigation.

  • Paul DeBettignies

    Hold on… BranchOut and BeKnown?

    Are they still around? BranchOut has not Tweeted from their account in a year and BeKnown almost a year.

    They have not been written about here in the past year or more as best I can remember.

    And I thought BranchOut changed their model to a work chat app or something.

  • Jason Ginsburg

    Paul, BranchOut’s website says it is “the world’s largest professional network, with over 800 million profiles. BranchOut uses your Facebook network to find your inside connections.”

    Monster’s BeKnown site says the its employers package lets recruiters “engage active and passive seekers with a company profile, showcase your recruitment brand and your open Monster positions with a detailed company profile. Turn your Facebook fans into potential hires by adding a Jobs App to your Facebook page.”

    So, yes, BranchOut and BeKnown are still around. Whether they tweet or not :-)

  • Paul DeBettignies

    Jason, fair enough. So neither are dead. Are either being effectively used to recruit? One can have access to 800M profiles… does it work? Locally and nationally I heard nothing from practitioners and the speaker, “cool kids” group that these tools are working.

    And what about the change BranchOut made last year… essentially changing their model.

  • Jonathan Campbell

    Both Branchout and Beknown ARE effectively dead. Work4′s solution for searching Facebook is now the defacto standard in recruitment if you dont use Facebook Graph Search. Identified are also in this space but Workday’s recent acquisition of that company leave their Facebook sourcing product in some doubt

  • Kelly is a great tool for finding both resumes and social data. It gives you the contact info you need to actually get in touch with candidates.


  • Kelly is an excellent sourcing tool.