Location-based software isn’t only used to make you a hypothetical mayor. Recruiters who aren’t risk-averse are using it to find candidates.
Foursquare – with its 10 million users – is a localised search platform and is becoming a valuable tool in a recruiter’s arsenal. What’s more, South Africa’s reliance on mobile makes it the perfect environment for location-based recruitment.
Commuting and relocation have always played an important role in placement decisions. Using Foursquare (and other location-based software) means that recruiters are able to bypass this step in the interview process because they’ll be able to see where a candidate is from, how they move and what areas they frequent.
This is especially important in South Africa because our transport systems are unreliable and problematic. Finding candidates who are based in areas close to a company will mean fewer late arrivals and reduce the associated costs.
Keeping an eye on where a candidate spends time will give you, as a recruiter, a sense of whether he/she will fit into your company’s culture. For example, if they’re in a bar from 8 to 3, they’re probably not suited for that junior exec position in the bank.
Location over LinkedIn
This process gives recruiters more insight into candidates than they get using LinkedIn, because candidates often integrate location-based networking with other social media.
Location-based sites give recruiters the opportunity to build relationships with potential candidates. Asking them to leave tips, questions and reviews when they check in to a company begins a conversation,and job possibilities can be inserted into the dialogue.
Tips for recruiters
•If a candidate talks about a company you’re recruiting for, they may be interested in working there. •Look for candidates checking in at competitors to find passive talent. •Watch out for industry-related events – check-ins will show potential candidates. •Keep an eye on the content posted on this software to identify strong contenders. •Meet candidates once you’ve identified them. Just pretend it’s a coincidence.
Stalk or search
Despite all the positives of location-based sourcing, many recruiters are hesitant to add it to their toolbox. There is, of course, a fine line between searching and stalking. It’s all about getting the full picture of a candidate, and provided it’s done properly and doesn’t intrude (too much), it can be a valuable resource in the war for talent.
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