What’s the first thing that comes to mind when you hear “recruitment process”? Is it “a waste of time” or “arguably frustrating?” Well, those days are long gone. Along with the progression of time and technology, the need for improved recruitment systems also increased. This is where social media steps in.
Ask any HR professional, and they’ll tell you without hesitation that social media plays a significant role in today’s recruitment processes. Not only have these various platforms saved time and energy for recruiters; they’ve also made it much easier to assess whether a certain candidate is fit for the job or not. In fact, a recent survey on social media usage and talent acquisition conducted by the Society for Human Resource Management (SHRM) reveals that about 84% of organizations are currently using social media for recruitment.
These modern channels for job recruitment have proven to be convenient tools in dealing with various loopholes and problems. Thus, more and more companies are relying on social media for this purpose. Due to the fact that people tend to divulge a lot about their personal and professional lives on social media, social media sites allow employers to get a uniquely comprehensive look at - and subsequently come up with an accurate assessment of - potential candidates, gauging both their skill sets and their attitudes towards work.
Data from the aforementioned survey also reveals that the three most effective social media platforms for recruitment are LinkedIn (73%), Facebook (14%) and professional or association networking sites (9%). For most businesses, LinkedIn, Facebook, and Twitter are recruitment essentials, especially since posting job openings on these sites are free of charge.
However, some organizations are disinterested in using social media for recruitment processes, whether now or in the foreseeable future. Reasons for this include the risks of violating laws (ie. characteristics that involve race, religion, age, ethnicity, among others) as well as the lack of available resources to conduct and monitor recruitment campaigns on social media.
In the end, the choice - and the power - is in your hands. Evidence does suggest, however, that putting more time and effort into a social media recruitment campaign makes it more likely for you to succeed at finding the best candidates.
All you really need to do is to post what you are looking for - both in experience and professional etiquette - and be as specific as possible. By taking it one step at a time, using social media as a tool for hiring can help you easily find the best candidates and put your company squarely on the map.
Do you agree with using social media as a tool for the recruitment process? Sound off in the comments section below. If you’re interested in finding out how we can use social media to improve your recruitment process, you can schedule a consultation with one of our experts today.
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