With an increasing number of individuals using social networking sites such as Facebook, Twitter, Instagram and LinkedIn, the number of companies scanning social media sites for potential employees is also rapidly increasing. Click here to see HR consultancy services in Dubai.
While a typical resume provides only a small amount of information, a potential employee’s social media profiles provide access to their job, personality, interests, and so on. Some professionals even use their social media profiles to promote their work and offer you a taste of their professional capabilities.
It’s fascinating to jump aboard the social media train. But before you go ahead and click on that candidate’s Facebook profile, consider the pros and cons of using social media in the hiring process.
The benefits of using social media in the hiring process
Saves time for employers
For both the company and the potential employee, a normal hiring process can be long and tiring. However, material obtained from a candidate’s social media account, such as status updates, tweets, and comments, can reveal a lot about their personality and indicate their views on a range of topics.
People are more open on social media than they are in an interview, giving HR managers an opportunity to monitor for inappropriate and discriminatory behavior, which is a no-no for a reputable company.
According to a CareerBuilder survey, 34% of HR executives who conduct social media research on candidates say they have discovered information that led to them turning down an application. For example, discriminatory comments on sensitive issues such as gender, ethnicity, and religion make up 28% of the material.
A look into the future
Candidates can also save a lot of time by using social networking sites to research employers thoroughly. It allows you to get a sense of the company culture without having to undergo a face-to-face interview.
The Disadvantages of Using Social Media in the Hiring Process
While there are several benefits to using social media in the hiring process, it also has some unintended consequences.
Concerns about privacy
Searching for prospects on social networking sites can seem harmless to those of us who work in the recruiting industry. Isn’t it true that no one would notice? However, according to a 2013 study by the Advisory, Conciliation and Arbitration Service (ACAS), job seekers do not believe that ignoring social media or maintaining a false or impartial account is a necessity to find a decent job.
Compliance issues
The tendency for prejudice to arise as a result of using social media for recruiting is another effect. Unwittingly, an employer may favor those with a strong social media presence over others who are less active online.
Inaccurate information
People looking for work at this age probably have at least one social media account. However, there is a small number of people who do not. A decent hiring process should be fair and non-discriminatory in terms of people’s preferences on social media.
The fact that the way people use social media sites varies from person to person adds another drawback to using them to select employees: the accuracy of the method of measuring personality. People can change over the course of a year, a month, or even a week.
Social Recruiting Tips and Strategies
Here are some tips to help you succeed in social media recruiting:
Determine your business goals
Different social media platforms require different methods to achieve your goals. Use the SMART method to find out what your short-term hiring goals are. Understanding the kind of applicants you’re looking for and how many you need to help you build a solid foundation for your hiring process.
Select a platform that is right for your needs.
Then determine which social media channels can best help you achieve your recruitment goals. The platforms you choose are dictated by where the majority of your top candidates spend most of their time. While you may think that professional networking networks are the best option, graphic designers and other professionals may choose to spend more time (and show off their work) on visual platforms like Instagram.
Improve your recruitment and application processes.
The entire application process should be simple for applicants, from engaging with them on social media to forwarding your application process. Consider simplifying your application process by removing stages between reaching applicants and submitting their applications if necessary.
Create separate accounts for your recruiting efforts.
Personal social media profiles often contain ideas, opinions, and other information that may or may not be helpful to a job seeker who wants to learn more about working at your company. Create clear, public accounts for your recruiting activities. Create a new Twitter account to attract applicants, for example if you already have a personal account.
Make sure your online tone is consistent with your brand.
When publishing for a brand as a recruiter or through a recruiting account, you need to make every effort to connect your online presence to your organization. Consider what makes your business stand out and incorporate those ideas into your social media accounts. When applicants or clients see your social media profile, make sure they quickly associate it with the entire brand.
Conclusion
Social media recruiting is a more current and convenient way of networking that can help you connect with potential prospects you wouldn’t have found otherwise. You can build real relationships with skilled people around the world by following these social media recruiting strategies
