If you are in the recruitment industry for a couple of years now, you have heard of Crowdsourcing. You may or may not be acquainted what it is, though.
Crowdsourcing is a coinage that explains the obtaining goods or services from the crowd. It is extensively used for soliciting ideas, funding and several other things, but the latest use of “Crowdsourcing” is for Recruitment or Talent Acquisition.
As yet, organizations realize that referrals are the best ways to identify the candidates to fill the open job positions. Often, Referrals are more competent, take less time to hire, and “fit” the organizational culture better, but in several cases, sources of good recommendations are restricted to in-house recruiting programs.
What is Crowdsourced Recruitment?
In recruitment, Crowdsourcing means, instead finding talent through conventional means, like – Job Boards, Cold Calling, and Career Sites, etc., the “crowd” is finding talent for hire.
Objective – The sole purpose is to acquire internal and external referrals using social networks to do the work.
In crowdsourcing, several recruiters working parallelly to find the best talent for the organization. For instance, an independent recruitment group consists of professionals including – agencies, organizational employees, recruiters and individuals with the particular skill sets.
Types of Crowdsourced Recruitment
1. Open Crowdsourcing. Here the general public is requested to make the referrals fill the open job position.
2. Employee-Based. In this method, present employees of an organization refer the candidate to fill an open job position.
Harness the power of HRMS to establish Crowdsourced Recruitment
It just empowers organizations to locate talent and work in collaboration with recruiters who are finding the candidates. In past few years, we realized that Crowdsourcing became a strong way to find resources and your HRMS (Human Resource Management System) can provide the base to do so.
Leverage these options to receive valuable leads and candidates:
1. Make sure that your HRMS empowers external sharing and links
Recruiters know that successful and motivated employees are often the best sources of high-quality talent. Up-to-date HRM systems have pre-built functionalities to push out job requisitions and circulate them to various social networks automatically and save time.
Enable your HRMS to post status updates to multiple external social channels and internal network. Hence, create awareness in your internal talent pool about open job positions and associated referral rewards.
2. Bring Discussion Facility on board to engage employees for targeted input
Using the HRMS with inbuilt discussion facility can be phenomenal for networking and problem-solving perspective. It allows the recruiters to widen their search for talent and communicate to their internal experts (current employees) to seek advice. For instance, which universities specializes in this skill area? Which professional association should I target?
As compared to conventional recruitment process where employers hire costly recruitment services like branded staffing services, crowdsourced recruiting absorbs a large pool of independent recruiters to source qualified candidates for an amendable, cost effective split fee.
It is most beneficial to independent and professional recruiters as it enable them to add supplement income to their daily life.
A good example of social employee referral (Crowdsourced Recruitment) software is “Social Referral”. There are unquestionably others on the market, but this is a most efficient looking system that enables recruiters to share their company culture through – Employee Ambassadorship Program.
Social Referral opens up social media as a crowdsourcing platform. It empowers employees to become a virtual recruiter for their organization, using their social networking sites including – Facebook, LinkedIn, and Twitter, etc. – where they can share multiple open positions and earn rewards for every successful referral.
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