Published Date: 03/24/2014
By Reneé Watkins
Social and professional online networking has quickly become an important tool in the Human Resources arsenal for connecting with a larger pool of passive candidates for future job openings. Often, recruiters can narrow their search within these tools by focusing on specific groups or associations to which these candidates may belong or are following.
There are a number of professional associations that focus either on a specific industry or role common across all industry verticals. Many of these associations are large enough to have a national following, with local chapters having regular discussions and expanding membership. Typically, such associations can be divided into one of two groups, functional and technical. Some examples are:
- AAA (American Accounting Association)
For Accountants, Finance Specialists, Controllers, etc.
- AMA (American Marketing Association)
Dedicated to serving the educational and professional needs of marketing professionals
- CSCMP (Council of Supply Chain Management Professionals)
Worldwide professional association dedicated to the advancement and dissemination of research and knowledge on supply chain management
- SHRM (Society for Human Resource Management)
Largest organization for HR professionals including HR Generalists, HR Managers, HR Diversity, HR Business Partners, Compensation, Benefits, Employee Relations, and University Relations
- ASME (American Society of Mechanical Engineers)
Known for Mechanical Engineering, but also collaboration, knowledge sharing and skill development across all engineering disciplines, standards, and certifications
- IACSIT (International Association of Computer Science and Information Technology)
For Computer Science and Information Technology
- INCOSE (International Council on Systems Engineering)
Dedicated to the advancement of systems engineering
- IEEE (Institute of Electrical and Electronics Engineers)
The largest engineering association in the world with a focus in Electrical and IT/Systems Engineering
Professional recruiters can identify such associations by talking with their existing employees to determine which groups exist and, more importantly, to separate the more “serious” groups from those that may be less organized or less followed.
From here, recruiters can use such group memberships to zero in on their top passive candidates and perhaps engage them directly regarding a current job opening. Proactively, recruiters can begin to assemble a pool of passive candidates to approach with future job openings.
For example, you could add to your search criteria the phrasing “cscmp OR Council of Supply Chain Management Professionals”. Add to this the words “bio OR profile” to eliminate job postings and get the equivalent of a resume or CV. Finally, incorporate “manufacturing OR materials” in order to target specific areas of industry.
Proficiency in mining exactly the results you are looking for will allow you to get the jump on your competition, undoubtedly looking for the same type of candidates in much the same way. By narrowing your search the first time, you can make direct contact more quickly and start a rapport that could lead to the hiring of top talent for your organization.
Candidates with similar skill sets tend to hang out with each other and travel in the same circles. This tendency to form tight bonds with each other, promote online discussions and participate in online associations can be used to your advantage as a recruiter.