It has evolved into a particularly useful tool for companies looking to attract younger, tech-savvy candidates.
However, opinions on the topic differ, with some hiring managers finding it unnecessary, and others using it as one of their first options when it comes to finding new staff members.
There’s a great deal to be gained from investing time in social media during the recruitment process. Some companies can therefore really see a difference when introducing it into their corporate strategies.
LinkedIn has quickly become the top platform for high-level company managers and directors looking to network with others, as well as recruit new employees. It means that it’s generally the first network considered when thinking about the role of social media in recruitment. Furthermore, according to Statista, 467 million people used the platform in the fourth quarter of 2016, potentially giving your firm access to a huge number of potential candidates on LinkedIn.
Social media can have an important part to play in the recruitment strategies of businesses looking to improve the quality of the people they bring on board.
Paid advertising allows you to target specific people. For example, if you want to target IT candidates who mention specific coding skills on their profiles, you can.
As well as offering employers the chance to place their vacancies front and centre, it allows you the opportunity to carry out the necessary research on candidates. With CVs and covering letters or application forms only going over certain elements of a candidate’s career, it is a good idea to look into previous projects and accomplishments to build up a better picture of their working life.
Making it social
The more informal networks can also offer great opportunities to boost your recruitment process. This may be something companies in the more traditional industries may not be very familiar with, despite the valuable information they can glean.
It gives you an insight into the personality of the people applying at your workplace, which lets you establish whether they would fit in well or not. It could provide the information you would need when deciding between two or more similarly qualified candidates.
For example, if you find that an applicant has posted a number of statuses denigrating their current workplace or manager, it’s a definite red flag - one that could lead you to offering the position to a competing candidate. On the other hand, if they post a great deal of content relating to the industry you operate in, this can show commitment and a deep-rooted interest in their field - both qualities of the top talent you’ve been looking to attract.
How important is social media during the job search?
Applicant tracking software firm Jobvite has looked into the importance of social media in the recruitment process. In its Job Seeker Nation Study 2016, the company found that “Facebook has the upper hand” when it comes to social networks during job searches.
According to the report, 67 per cent of job seekers use Facebook, while 35 per cent use Twitter during their job hunts. A total of 59 per cent of potential applicants use social media to research the company culture of businesses they’re interested in applying to.
When candidates are placing so much importance on social media, there is a huge audience ready to be reached by your organisation’s online content. It also allows you to discover the most enthusiastic candidates. If an applicant is constantly engaging with your brand on social media, there’s a reason behind it: they actively want to work for your company.
When social media can aid companies improve the quality of their hires, it is logical to take advantage of it. The right recruitment agency will work with you to establish the right social media tools for you.
Posted by Jon Aspinell on 29th June 2017
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