fishing for talent

7/30/2019 Fishing for Talent

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Social networking in recruitment:

Opportunities and threats


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Recruitment is the process of finding and

attracting capable applicants for

employment. The process begins when

new recruits are sought and ends when

their applications are submitted. The result

is a pool of application from which new

employees are selected


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Social Networking is an online service that

enables its users to create virtual networks

with likeminded people akin to socialnetworks in real life.

It often offers the facilities such as chat,

instant messaging, photo sharing, updates,etc.

Social recruiting is the process of sourcing or

recruiting candidates through the use of socialplatforms as promotional and/or advertising

channels by employers and recruiters.


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Employers are using social network as a

valuable tool for sourcing and recruiting

prospective candidates.

Allows organizations to build their

employment brand and awareness, expand

the breadth and depth of their network,target top talent in a large range of skill sets,

and improve the effectiveness of their

recruiting efforts. Many companies do use or are planning to use

social media sites for recruiting.


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Cost

Time

Target group orientation Quality of applicants/applications

Diversity of applicants


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Advantages of Social Networking Sites

for recruitment

Allow recruiters to gain information.

Job visibility and candidate volume.

Recruiters have the possibility to contactpotential candidates and communicate with

them.

Search for possible candidates and build uplong term relationships with them.


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Time reduction for the search and can also

improve the chance finding the rightcandidates with special backgrounds byfiltering.

Employers can create a business profile andcan actively support their employer branding.

Applicants use Social Networking Sites as asource of information about companies.Companies vice versa use them as a source ofinformation about applicants


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Disadvantages of Social Networking

Sites for recruitment

Applicants use Social Networking Sites for

social interaction and they are unconscious

that employers use these sites to collect

character information.

Companies have to take critical factors such as

privacy of data and ethics into consideration.


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Recruiters have to spend a lot of time working

with these new technologies

Technologically inexperienced employees have

to be familiarized with the new technologies

Companies have to define data protection

regulations and user regulations for the use of

these sites.


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LinkedIn was made for recruiting, and the sitehas an entire suite of recruiting

solutions. LinkedIn Recruiter allows recruitersto reach candidates by expanding the reach oftheir personal networks, contact candidatesdirectly and manage a pipeline of talent.

LinkedIn is the web version of businessnetworking and also provides a free and easyway to network with large numbers of people

they know and the people that those peopleknow.

IT, financial services and media, are the mainsectors recruiting through LinkedIn


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LinkedIn is very open about its ambition to continue

to support, rather than replace, the recruitment

industry.

Its latest product Talent Advantage and CV

template service is designed for recruiters who seek

to get the most out of LinkedIns functionality.

Its essential to have a completely filled-out profile so

that recruiters take you seriously. You should also

optimize your profile by adding specialty keywords

into your profile.


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The power of LinkedIn lies in the ability to

leverage the networks of company, colleagues,

employees and their connections to find the best

talent. With millions professional profiles andcompany pages, LinkedIn is the biggest social

media destination for professional networking

LinkedIn also allows job seekers to follow thenews and job postings of their targeted

employers.


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LinkedIn can provide good results when theaudience gets a consistent view of open

positions on the companys careers site.

This is done most effectively when they sharetheir LinkedIn updates about open positions

directly from the recruiting platform thatpowers their careers site.

Sharing the open jobs with the companiesconnections who can share it with their

contacts creates a powerful viral effect, givingyou a web of verifiably talented potentialapplicants.


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Taking part in LinkedIn group discussions and

sharing interesting content, as well as current

openings, will bring a new audience back to

the company page and eventually to careerssite.

They can also promote their openings on

relevant industry groups to get their jobs infront of the right candidates.


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Facebook is a giant network.

Having a dedicated careers tab on thecompany page makes it easy for candidates tofind your open positions. Candidates wholike the page will easily see what jobs are

open at company and can apply without everleaving Facebook.

When your pages jobs tab is seamlesslylinked to your core recruiting platform withapplicant tracking, you get your open jobs infront of all visitors on your page.


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Recruit new employees using the reach and

the passion of the current employees.

Can send messages about job openings to

fans of your company fan page.

Can post job openings on the fan page.

New Facebook applications for recruiting

appear regularly (eg: current job at our company)


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Work for Us is a Facebook application that you

can use to create a customized job board onyour Facebook page.

Candidates can submit resumes through the

app or be redirected to a company's careerwebsite.

Recruiters can also create custom Facebookad campaigns to target specific segments of

candidates based on attributes like education,interests, and location.


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Apps like Job Magic that do a great job postingand pushing out listings, and helps to connect

and share in places such as Facebook

SocialBio app you can post and maintain yourjob listings on a job board tab, but job seekers

can also connect and see who at your

company they might be connected to or share

a common interest with.


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The Facebook recruiting puzzle is the fact that

you can target ads so narrowly on the social

network. The Facebook ad platform lets you

target a specific audience.

The targeting is so precise that you could

actually create ads that only target the

employees of your competitors.

This not only allows you to focus on recruiting

the most qualified candidates, but also allows

you to significantly decrease your marketing

dollars spent on advertising open positions.


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Open networks such as Twitter and LinkedIn, it isassumed, are the most useful tools for

professional networking and recruitment ratherthan closed networks such as Facebook

Facebook also enables employers to create apresence that reflects their employment brand,

find potential candidates, and post jobs.

It enables great opportunities for interaction withcandidates and allows organizations to create a

community. Facebook was originally geared towards personal

communication, but has morphed into a tool thatbeing used more and more for business.


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Although Facebook has more users than

LinkedIn, it is said that Facebook and LinkedIn

have roughly the same number of professional

members.

The new resume style profile allows potential

candidates to promote their experience and

skills within these forums.


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Twitter is also gaining traction as a job search

and hiring tool.

Spin-off sites such as twitjobsearch.com and

search tools such as Tweet Deck assist

employers and recruiters trying to tap into the

twittersphere to source candidates or plug

into the conversations people are having

about their organisations and industries.

Similar to text messages, hiring managers

have had some success in tweeting jobs and

getting an immediate response.


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They are also using third party companies, such

as Tweet My Jobs and Twit Job Search, to

promote their listings. Job seekers should follow

companies they want to work for on Twitter andwatch out for job listings, while also interacting

via Twitter with employees who work there.

Twitter users are becoming increasingly moreconnected and more professional; in the way in

which they interact with the site.


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For employers, Twitter is primarily effective at

increasing exposure and communicating with

groups of individuals who wish to follow the

organization. It can also be used to advertisejobs. Some companies have job channels

and/or individual recruiters who operate

dedicated Twitter accounts for communicatingwith interested job candidates.


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One of the key goals on Twitter should be to

engage with and build a community of

followers who represent the right kind of

talent that you might be looking for. Whenyou have a great community of engaged

talent, it becomes easier to get your message

out to them and identify those who would bea good fit for your open positions.


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Social media sites are valuable resources foridentifying qualified candidates and

communicating with and recruiting applicants tofill positions

The difficulty occurs when information providedon social media sites is used to screen or

explicitly eliminate a candidate fromconsideration.

It's important that organizations have policies inplace that protect against discriminatorypractices and are explicit in how social mediainformation can be used by employees in thehiring process.


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Discrimination: Most employers have stringent

employment policies that prevent their recruitersand hiring managers from learning potentially

discriminatory information about candidates.

Negligent hiring: Employers must consider the

potential risk of a negligent hiring or negligent

retention lawsuit related to social networking profile

information. The employer may be held liable fornegligence in not using this readily available

information when they made the hiring decision.


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Employers have rejected candidates based on

information they found online such as:

Information about themselves drinking or

using drugs

Provocative or inappropriate photographs or

information

Poor communication skills

Lies about qualifications

An unprofessional screen name


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Recommendations for job seekers in managing

their social media include:

Keep professional profiles up-to-date and

complete. Recruiters often use these as a way

to find new candidates.

Engage in online communities reflecting topics

youre passionate about.

Connect with your professional connections

on LinkedIn. Often these connections could

help find next job.


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The job seeker has more opportunities today

to find the right job than ever before. Job seeker can leverage their network from

around the web within their targeted job hunt

to find the top opportunities for which theyare most qualified.

No longer does a job seeker have to apply to

dozens of jobs and worry about not hearingback.


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Privacy rights

There will be instances of Facebook passwordrequests of candidates by potential employersso they can examine their profiles forobjectionable content, these will likely remain

edge cases. Most employers will pursue intelligent policies

that effectively leverage relevant informationfrom social media, such as project work on an

open-source engineering site, to select the topqualified candidates.


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With the advent of social media, the world of

work and jobs has changed forever. Social

media is here to stay and employers can gain a

significant advantage by adopting hiring

methods that have a social media element.

There is no doubt that social media hasimproved the recruitment process by making

it more open. Social media will replace the

traditional recruitment methods in the nearfuture.


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