With a rising number of individuals using social networking sites such as Facebook, Twitter, Instagram, and LinkedIn, among others, the number of firms scanning social media sites for potential workers is also rapidly expanding.
While a typical CV only provides a tiny amount of information, a potential employee’s social media profiles provide access to their job, personality, interests, and so on. Some professionals, in fact, utilize their social media profiles to promote their work, offering you a sneak peek into their professional capabilities.
It’s fascinating to jump on board the social media bandwagon. But, before you go any farther and click that candidate’s Facebook profile, consider the benefits and drawbacks of using social media in the recruiting process.
The PROs Of Using Social Media In The Recruiting Process
Saves Time for Employers
For both the company and the potential employee, a normal recruiting process may be lengthy and exhausting. However, material obtained on a candidate’s social media account, such as status updates, tweets, and comments, may reveal a lot about their personality and indicate their viewpoints on a range of subjects.
People are more open on social media than they are in an interview, giving HR managers the chance to check for improper and discriminating behavior, which is a no-no for a reputable firm.
According to a CareerBuilder poll, 34% of HR managers who perform social media research on candidates claim to have discovered information that caused them to reject an application. Discriminatory remarks on sensitive issues such as gender, ethnicity, and religion, for example, make up 28% of the material.
A Glimpse Into The Future
Candidates can also save a lot of time by using social networking sites to thoroughly investigate employers. It allows you to get a sense of the business culture without having to go through a face-to-face interview.
The Cons Of Using Social Media In The Recruiting Process
While there are several advantages to using social media in the recruiting process, it also has some unintended consequences.
Concerns About Privacy
Looking for prospects on social networking sites may appear innocuous to those of us who work in the recruiting sector. Isn’t it true that no one would notice? However, according to a 2013 survey by the Advisory, Conciliation and Arbitration Service (ACAS), job searchers do not feel that ignoring social media or maintaining a false or impartial account is a need for landing a decent job.
Issues Of Compliance
The propensity for prejudices to emerge as a result of relying on social media for recruiting is another effect. Unknowingly, an employer may favor those who have a strong social media presence over others who are less active online.
People who are looking for work at this age are likely to have at least one social media account. However, there is a tiny number of people who do not. A decent hiring process should be fair and non-discriminatory in terms of people’s social media preferences.
The fact that how people use social media sites differs from person to person adds to another disadvantage of utilizing it to choose employees: the accuracy of the method to gauging personality. People might change over the course of a year, a month, or even a week.
Tips and Strategies for Social Recruiting
Here are some pointers to help you succeed in social media recruiting:
Determine your business goals
Various social media platforms necessitate different methods to achieve your objectives. Use the SMART method to figure out what your short-term hiring goals are. Understanding the sorts of applicants, you’re searching for and how many you’ll need to help you lay a solid basis for your recruiting process.
Select a platform that is suited for your needs.
Next, determine which social media channels will best assist you in achieving your recruitment objectives. The platforms you choose will be determined by where the majority of your top candidates spend the bulk of their time. While you might believe professional networking networks are the greatest option, graphic designers and other professionals may choose to spend more time (and show off their work) on visual platforms like Instagram.
Improve your hiring and application procedures.
The whole application process should be simple for applicants, from engaging with them on social media to sending them through your application process. Consider simplifying your application process by removing stages between reaching out to applicants and their application submission if necessary.
Make separate accounts for your recruiting efforts.
Personal social media profiles frequently contain ideas, opinions, and other information that may or may not be useful to a job seeker interested in learning more about working at your firm. Make distinct, public accounts for your recruiting activities. Create a new Twitter account to attract applicants, for example, if you already have a personal account.
Make sure your online tone is consistent with your brand.
When posting as a recruiter or through a brand recruiting account, make every effort to connect your online presence with your organization. Consider what makes your business stand out and incorporate those ideas into your social media accounts. When applicants or customers see your social media profile, make sure they quickly associate it with the entire brand.
Social media recruitment is a more current and handy way of networking that may help you connect with possible prospects you would not have found otherwise. You may create genuine relationships with skilled people all across the world by following these social media recruitment strategies