Finding does not always mean being found: Social Recruiting in the Executive Search Process

If companies want to fill their management positions sustainably, social networks offer the opportunity to search for suitable candidates across national and industry boundaries. Social recruiting therefore, offers the advantage of finding, approaching, and recruiting a wider range of suitable individuals.

A first glance at the profile—consisting of profile picture, information, and interactions—determines whether a candidate is professionally and personally suited to the advertised role. Unfortunately, subsequent contact often involves an impersonal message, and thus, the ideal candidate often remains merely a wish. Therefore, the social—i.e., personal—aspect must not be ignored in social recruiting. Personal contact still plays a crucial role in the search for suitable candidates.

Direct contact, tailored communication and the relationship built between the company and candidates are success factors for sustainable job placement.

Both companies and candidates should get a sense of whether the cultural fit is right. At Talentor, our executive search professionals make sure to maximize the benefits of social recruiting through personal communication.

Social recruiting is only part of the first phase

A structured search process can generally be conducted across different channels. As already mentioned, the right approach via digital channels enables broad distribution. However, the next steps are crucial for achieving a targeted pre-selection:

"Like bloodhounds, we search for leaders. Many of them are, of course, also active on social media." – Nina Sattlegger, Head of the Life Science & Healthcare Business Unit at Talentor Austria

Social recruiting is therefore particularly useful in this initial phase: Screening provides insight into a manager's digital profile and provides initial opportunities for contact. The subsequent personal interviews build and strengthen relationships. This is precisely where the most important element of a successful executive search process becomes clear: the combination of digital touchpoints AND personal interactions. Finding candidates doesn't mean selecting them immediately.

Success factor: Candidate experience

A successful executive search process relies on a holistic approach: After the digital screening, only the personal contact determines who is a good fit for the position. Through these interviews and the support provided by Talentor, candidates gain a better understanding of the role and a deeper insight into the company's culture and working environment. A positive candidate experience is therefore a key element:

"We give our clients a face and simultaneously support the executives in the spirit of a holistic candidate experience," says Sattlegger.

3 Dos and 3 Don'ts of a professional social media presence

So, what exactly should a manager's digital profile say? And, more importantly, what shouldn't it say? Generally speaking, an online profile on business platforms is like a digital business card. Social networks offer the opportunity to present or view personal characteristics in addition to professional qualifications. The executive search professionals at Talentor have an eye for recognizing "both sides of the business card" and assessing whether the cultural fit is right.

Our top tips for candidates:
DOS:
•    Participate in industry discussions and networking
•    Keywords and a professional profile photo optimize the profile (and make it easier to find)

Don'ts:
•    Inappropriate profile photo
•    Inappropriate statements
•    Rarely or never update profile

Conclusion

In the executive search process, finding the right candidate isn't always easy. Especially when looking for top executives, a quick search alone isn't enough and doesn't deliver the desired added value of digital platforms to either companies or candidates. There are several things to consider during the pre-selection and initial approach: professional expertise and cultural fit must be right, and the candidate experience with personal interactions should always be the focus.
For long-term successful recruitment, the involvement of external service providers in executive search offers a great advantage.
According to the Spectra survey, 87% of respondents confirm that they use external recruitment agencies to assist them in their executive search.
Especially in the Building & Construction, Life Science & Healthcare and Consumer Goods & Retail sectors,
you benefit from professional support in filling positions through Talentor.
Want even more information? Learn more about the difference between social recruiting and social media recruiting in our white paper on social recruiting. You'll receive tips for your company's social media profile and insights into the use of AI in the recruiting process.