The new dynamic of social media and recruitment
Social media is changing the world in many ways. It is change the way that jobseekers look for jobs. It is even change the way recruiters find new employees. We have previously featured and article about measuring social media in business. In this piece will take a look at some of the areas that social media has impacted on HR professionals and recruitment consultants around the world. We’ll then look at how job hunters can use social media.
LinkedIn candidate search
LinkedIn is a massive business networking site; the biggest in the world. Apparently it has now hit 300 million users. It provides the opportunity for professionals to interface and discuss opportunities and career openings. Daniel, at Express Staffing, explains that “these days most recruitment consultants have a premium LinkedIn account that enables them to send in-mails, see who is viewing their profile and generally connect with more professionals. It has been a game changer, and leveller in the recruitment world.”
Many recruitment businesses base their candidate sourcing solely on LinkedIn. It enables them to target specific regions and skills, and to make a professional approach to people that match their requirements.
Social media screening
Employers are also using social media to screen potential applicants for roles. You have to be very careful what you publish on your Facebook and Twitter accounts, as prying HR eyes might look disapprovingly at some of your content and it might even stop you getting a job. Indeed, some 45% of HR professionals are looking at social media profiles to check whether candidates are a good match for a role. Some are looking early in the recruitment process. Some are looking when they are deciding between candidates on a shortlist.
Social media as a tool to find employers
LinkedIn is a great place to find job openings and to network with potential employers. Because of the capacity to search by company and job role. You can find the exact people you need to be speaking with about the kinds of jobs you are looking to do.
This means that you can build a relationship with future potential managers, even before you get to an interview process. You can often find their email or phone number on LinkedIn and therefore make a direct approach. This very hands-on, active job hunt process impresses potential employers. Who would you prefer to recruit a) someone who came through a recruitment agents and did very little work to find you, or, b) someone who has found and approached you having hand-picked your company as a place they want to work?
It is also a great idea to follow companies you want to work for on Twitter, Facebook, Pinterest and other social media channels. There are several benefits to this. For a start, you get to know the voice of the company and what they stand for. Their messages will help you to understand the company culture and philosophy. On top of this you will get a regular stream of job openings from the company that will allow you to stay up-to-the-minute with what is available.
These are just a few of the ways that social media can be used in the recruitment process. Social media is a cheap avenue, and because of the huge reach of different social media platforms, there are very few job roles and candidates that can’t be accessed through one or other of the social media platforms.
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