The Role of Social Media in Recruiting

social_linkedin_box_blueSocial Media is emerging as a tool that more recruiters rely on in the hiring process. Networks such as LinkedIn, Facebook, Twitter, Viadeo, and Google+ can provide recruiters with an array of information about potential candidates, as well as new avenues for reaching passive candidates and advertising the company’s current openings.

Many companies with a large web presence build out their brand not only on their own corporate website, but also on these Social Media sites. This provides an extended reach whereby companies can further share information about who they are and the available job opportunities with interested job seekers. Many of these networks include special job posting pages, making it easier for visitors to locate those jobs that interest them.

In addition to your company presence on Social Media sites, the world of networking opens up the ability for your current employees and recruiting team members to share these job opportunities with people in their network.

Social Media can have an increased impact on how your company finds potential candidates by providing greater visibility of potential opportunities for growth to passive candidates (those who are not actively searching for a job). Instead of relying heavily on external recruitment firms or job boards, many companies are focusing on locating specialized talent through Social Media sites such as LinkedIn.

With both passive and active candidates, recruiters also have access to a wealth of information about candidates on Social Media sites. Depending on the site, quite a bit of information about candidates is public and can include work history, personal interests or network size. It can be useful – particularly with candidates who directly interact with customers,  like sales – in determining the size of their network and what potential market growth can this person bring to the organization through their personal connections.  It also shows how these individuals portray themselves outside of your company’s standard hiring processes.

As Social Media sites continue to evolve, the role of these sites in recruitment may develop in ways that we cannot yet imagine. Whether or not you want to use this information in your recruiting process may be determined by the industry of your organization or your company’s legal department.

It is often difficult to come up with a Social Media strategy because the market shifts so rapidly and often defies targeted efforts. However, it is a mistake to not jump on the Social Media bandwagon and start utilizing these free tools! Finding a way to include Social Media in your recruiting process is a win-win for both your company and potential candidates.

AUTHORS Andy Najjar and Judy Fort of HRsmart

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