Impact of social media on recruitment

With the popularization of remote work, jobs and talent are global.

Social media is your bread and butter if you’re a recruiter or an HR employee!

Platforms like LinkedIn, Facebook, Twitter, and others brought innovation.?

They revolutionized the way we do business, go about our work, and how we interact with each other.?

The all-encompassing presence of social media in our lives made people think about how to utilize these platforms for personal expression and business growth.?

This is how social media influenced the innovation and development of recruitment and HR:

Talent acquisition and hiring

Any HR professional will attest to the difficulties they face when finding candidates with the skills, experience, and personality needed to fill a specific position from a particular market (country).?

Social media has become an essential talent acquisition tool.?

Facebook, LinkedIn, Instagram, Twitter, TikTok, Blogging, Medium, Reddit, Slack, etc., are valuable sources for finding candidates for any job.?

Cost-effective and incredibly intuitive as a recruitment tool, social media allows a company’s human resources team to:

1. Engage with a broader audience?
2. Target a quality pool of candidates?
3. Improve the effectiveness of their recruitment efforts
4. Screen the selected prospects
5. Connect with the candidate
6. Introduce, engage and direct them to submit applications
7. Get to know candidates and do an initial assessment/interview
8. Make an offer

We’ve been writing about the importance of a progressive HR strategy within your company and on your social media.?

To prove how straightforward and effective can social media be in recruitment efforts, here is a very simple but successful strategy beginner recruiters can use:

1. Job ad setup (informative but succinct job description)
2. Lead gen page (not boring, interactive, just to get contact information)
3. Follow-up (initiate contact with the suitable prospects, obtain email & LI handle)
4. Screen the list of potential hires (check socials, references, recommendations)
5. Introduce the job, employer (schedule interview, test - include in the process)

LinkedIn: Heaven-sent for HR professionals

Traditional recruitment methods often only target individuals actively looking for a new job. These are the candidates that directly applied for the position.?

Social media sites such as LinkedIn give the recruiter access to connect and communicate with a far larger, more diverse set of people who potentially better fit the description of the ideal candidate.

With LinkedIn, for example, company pages can be used to post available jobs, and users can apply directly to the company through the platform.

Its far-reaching platform allows people to obtain the job details and entice them to reach out and apply.?

This is particularly valuable for positions that are hard to fill.

Job opportunities listed on LinkedIn can easily attract numerous applications from excellent candidates based on the profile of the company and the details about the specific job.?

LinkedIn members also have a ‘Jobs’ tab at the top of the page to easily search through available work opportunities, ensuring that the best candidates are only a click away from finding out about a great position that some HR department has posted on the site.

This system is incredibly intuitive and helps HR professionals complete one of their most important tasks with robotic efficiency and little effort.?

Even people not actively looking for something new in the job market can’t help but be informed about interesting available positions in their industry.?

Using LinkedIn features such as the newsletter, articles, share that you’re hiring, carousels, a poll, video, or create an event; ends up being a win-win for both recruiter and the person who may decide to apply and set up their next career move.

Vetting candidates

While job seekers monitor company profiles on social networks to assist their decision-making, HR professionals do the same to prospective candidates who are being considered for a position at their company.

One of the first infamous examples of the importance of social media for job seekers and HR diligence is the “Cisco Fatty” tweet.?

Since then, we’ve laughed and cringed at many similar examples, but the “fatty paycheck” went into history as one of the first blunders.??

Screening applicants through their social profiles speeds up the hiring process and provides a better idea about who the candidate is.?

This process provides an idea if the candidate is the best fit for the position and the culture of the business.

Social media as an HR tool can provide an excellent return on investment, thanks to lower costs and higher productivity associated with using social media to recruit people effectively.

Therefore, always be mindful of the content you’re sharing on social media.

Recruiters are watching!?

Social media is more than a direct recruiting tool

In addition to the obvious assistance that social media provides in talent acquisition, HR professionals can use social media tools and features to positively impact:

1. Company reputation?
2. Employer brand
3. Corporate communication?
4. Recruitment strategies
5. Recruitment marketing
6. Learning and development strategies
7. Building and nurturing company culture

While some companies initially considered social media to be little more than a distraction for employees, many now realize the power that lies within the system.?

It is closely intertwined into the fabric of our modern digital society, to the point where we carry these networks around with us all day on our indispensable mobile devices.

Such power means that companies increasingly appreciate the need for an active and engaging corporate presence on social media to attract top professionals for open roles.

Company social media presence

• Social media grows your business.?
• Firmly establish your brand.
• Boost your network.

One of how firms can attract top talent is by using social media to display the corporate culture that will encourage top candidates to consider working at the company.

People looking for jobs aim to get a feel for the employer before committing to joining.?

They want to know if they will fit in with the culture and have the best chance of professional success and happiness.

Communicating the company’s values and culture through social content is an essential duty for HR managers to carefully consider and strategically implement.

Posts regarding team-building efforts, office gatherings, health and wellness initiatives, or performance incentives can give job seekers an understanding of the experience of working for that company.?

Creating a team-building hashtag on Twitter, posting photos from the office party, or using an article on LinkedIn to congratulate high-performing staff can all be effective ways to demonstrate an organization’s culture through social media.

Nobody wants to work for a company with a bad reputation.

Many job seekers will turn down a job with a company they perceive negatively, even if that person is unemployed.?

For this reason, HR should monitor social media for mentions, especially regarding what former, current, and potential employees are saying about the company.

HR representatives should actively participate in post comments but pay special attention to controversial or negative conversations.?

Social media has undoubtedly transformed how we communicate in our personal lives, and now companies are beginning to realize the strategic value that social media can bring to talent acquisition and other HR functions.

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