How to Hire A-Players: Finding the Top People for ... - GIT home page

134 How to Hire A-Players
number of targeted people at no incremental cost. This ability to
reach a large group of people that includes A-players is proving to
be a game changer in the world of recruiting.
The Advantages of Twitter over Traditional Job Boards
Twitter offers some significant benefits compared to the more traditional
job board sites. First of all, your job postings can ‘‘go viral.’’ If
your employees are on Twitter, they can pass along a job posting to
their followers, who in turn pass them along to their followers if
they are of interest. This exponentially increases the number of people
that your job posting reaches.
In addition, Twitter allows you to reach more qualified applicants.
If you and your team build a sizable Twitter following
within your industry, you can generate a significant number of
qualified responses to your job postings. Tracy Cote and Traci
Armstrong estimate that 50 to 60 percent of job applicants obtained
through Twitter are qualified versus 10 percent of the
applicants generated from postings on major job boards. Recruiting
is a numbers game, so this ability to generate a larger number
of qualified candidates with limited incremental cost is
incredibly powerful.
Organic rewards its employees for new hires made through social
media referrals. It pays a $1,500 bonus when employees recommend
someone who is hired and remains employed for at least
90 days. The company’s employment application asks new hires
who referred them, a name that the majority of new hires do
know—even if it was a purely virtual referral. Organic welcomes
paying these referral fees: it beats paying a headhunter’s fee.
A-Player Principle: Some recruiters estimate that 50 to 60
percent of job applicants found through Twitter are qualified
versus 10 percent of applicants found through major job
boards. You can’t ignore a recruiting tool that powerful.