- Information
- AI Chat
HCM Unit 5 Notes Social Media Recruitment
Human Capital Management (UM20MB557)
PES University
Preview text
Social Media Recruitment
Social recruiting refers to the process of recruiting candidates through social media platforms, like LinkedIn, Facebook, and Twitter, and other websites, including online forums, job boards, and blogs.
Social recruiting is also referred to as social media recruiting, social hiring and social recruitment.
When done well, social recruiting enables organizations to reach passive candidates, gather more referrals, target desired candidates, showcase your organizational culture, and save money.
The main reason companies are employing through social media is because of the cost- effectiveness and time-saving nature. While social media plays multiple roles, it is being used by recruiters as a cost-effective way to hire employees. LinkedIn, Facebook and Twitter are in the top lists of the recruiters for posting advertisements for Job vacancies. Social media for recruiting can be defined as an intersection of recruitment and social media.
Ultimately, social recruiting works because it inserts your organization into the orbit of where workers spend a considerable amount of their time--on social media.
How does social recruiting work?
For believers in social recruiting, the method offers a more-efficient and cost-effective alternative to conventional online recruiting, like Indeed
Social recruiting practices include things like:
- Identifying potential candidates on LinkedIn.
- Sending a potential applicant a direct message on Facebook.
- Tweet links to available positions, and include relevant hashtags to build long-term cohesion.
- Post employee photos on your organization’s Instagram account with a message encouraging others to join your team, apply for open positions (with links), or add their resume to your recruiting pool.
- Creating videos to share on YouTube, Facebook, or Instagram pages that highlight and outline your organization’s culture.
Advantages & Disadvantages of Social Media Recruitment
Immediate response – Social media posts get an immediate response, particularly due to the ‘share’ feature of them. Sharing the posts increase the reach of the posts and become available to be read by a large number of audiences. When a large population reads it, the probability of immediate response gets increased, and time is saved.
Lower costs – Hiring through social media channels costs much less than any other channel if the users have full knowledge of how to use it. Posting in a facebook group or facebook page
costs nothing and hence saves a lot of resources for the company as compared to the cost incurred for advertising with agencies, job boards, and referrals.
Fresh talent – Social media channels are mostly used by the youth segment of the society especially college graduates. Hence the company firm gets a chance of choosing from a pool of fresh talents, who have innovative ideas and skills.
Greater reach – Social media is being used across the world by a large number of people. Hence, everything that gets posted on them is read by a large population. If a job vacancy is posted on a social media channel using the right procedure, it gets reached amongst a lot of people, and hence the recruiter gets the benefit of choosing from a large pool of candidates.
More traffic – When the company post a job opening on its page on Facebook, it automatically creates a lot of traffic to its page. Even if a large population is not selected for the job, they’ll keep visiting site for further posting and blogs.
Personal touch – Social Recruiting helps the company’s to get in touch with the candidate socially so that it can go through the candidate’s profile, search for their interests goals, etc, know their personality type and decide whether the candidate’s personality is appropriate for the job and company or not.
Access to passive candidates – Through social media, one can reach even those people who are not really searching for a job but have highly polished talents and skills. When these job opening posts reach this population, they might show their interest even when they didn’t think to do that before.
Disadvantages of Social Media Recruitment
Fraud recruitment ads - Sometimes the individuals may fall prey to online scams when applying and giving personal information to the people who are not genuinely trying to recruit. These hackers may perform data and identity theft.
A lot of unnecessary online traffic - It may lead to unnecessary traffic that is traffic from those people who are either not willing to work seriously or who do not fulfill the requirements. Screening these candidates take a lot of time and hence may reduce productivity.
Negative comments from rejected candidates - After receiving too many job applications on social media, it is natural to reject a large number of individuals who do not fulfill the requirements as per the job. Some of the individuals may get angry, spread a negative image of the company amongst their friends and may post negative comments about the company on different websites.
A disadvantage for economically weaker candidates - There are some job seekers who don’t use or don’t have access to social media. These people may include the economically weaker sections of the society, who don’t have the resources to reach social media. Hence it proves to be a disadvantage for those people, who may have the zeal and commitment to perform, may have valuable skills, but fail due to not accessing social media.
Tools for Social media recruitment
With a large valued connection, an organization can easily maintain an excellent relationship with active and passive candidates. Companies can also use LinkedIn to promote their content through regular posts and boost the brand.
YouTube
What is more effective than promoting the content visually? YouTube helps to target millions of viewers. It can take this opportunity to introduce their company to the candidates, talk about its work culture and job openings. Give an insight into the workplace where the candidates will be working. This platform is the right choice for finding the right talent.
It is all about writing the perfect tweet. With 330 million monthly active users, it allows to write the best content in a 140-character tweet. Company information, the latest job openings, products, and updates can be shared by using this paltform. Apart from company's Twitter page, it can open a separate account only to promote job posts.
A perfect place to hire people who are proficient in visual arts. Employers can get a feel for a candidate's work before hiring them. A picture can talk a lot about the skills of a candidate. It is an engaging platform where it can promote companies’ brand through pictures, captions, and videos. Around 1 billion users available on this platform provide unlimited opportunities to attract top talent. With perfect planning with Instagram recruiting strategies, It can target a significant candidate for job openings and can find the best fit.
Fundamentals of effective Social Recruiting.
From a philosophical standpoint, however, there are important fundamentals of effective social recruiting.
Network and directly engage with your audience : if a potential candidate adds a comment to an Instagram of Twitter post, for example, that suggests interest in joining your organization, so be sure to respond to them in a personal way. This can be as simple as using their first name and encouraging them to check out available positions. Making a personal connection, however small Make sure your social recruiting highlights, directly or implicitly, your company culture , is essential.
Company should have a clear and detailed idea about organization's core values and culture. It should also be able to directly connect that culture and those values to the social recruiting outreach. How, in other words, is social recruiting broadcasting the corporate culture to a broader audience.
Involve your staff : encouraging your staff to help in social recruiting efforts is beneficial for multiple reasons. First, it expands the reach of social recruiting content. Second, and mentioned in point #1, making a connection is essential. Creating the conditions where candidates might connect with peers provides another opportunity for a connection. Lastly,
“selling” corporate culture is most effective when assisted by employees. Organizations are obviously going to try and sell their culture, but candidates know that. To see that culture shared or advocated for by employees, however, is potentially a much more convincing sell.
Be consistent : social recruiting requires consistent engagement with audience of potential candidates. In addition, It should always stay current with the latest industry trends and concepts by reading the top recruiting books published each year. Remember, social recruiting is not as simple as posting jobs and receiving applicants. The best candidates already have jobs and potentially are not actively looking to move. The way to attract those candidates, therefore, is to consistently build an attractive corporate brand and culture over time. This means posting regularly in ways that illuminate the corporate culture and organization goals. It also entails responding directly to people who reach out, comment, or share your content in a friendly and personal way. The goal, therefore, is to eventually create desire among potential applicants to join the organization as soon as a position opens up.
Choosing the right social media platform
Twitter, Facebook, Instagram, and LinkedIn all present potentially useful tools for social recruiting. Twitter enables organizations to share links to open positions, news about their company, etc. Facebook offers similar tools, but also adds the functionality of sharing photos and videos. Instagram is an ideal place to share photos and videos that highlight your corporate culture, showcase new products and services, etc. Further, many social media platforms offer advanced search features that are highly beneficial for social recruiting. These advanced features can help you learn more about the current audience of your social recruiting and help you target the right groups moving forward.
Facebook’s Graph Search allows you to search various variables of a user’s profile, including location, interests, areas of study, etc. You can, for example, search for something as specific as “people interested in SEO marketing and live in Los Angeles.”
Twitter’s Advanced search has more limitations than Facebook, but still allows you to search for people using specific phrases, hashtags, and keywords.
The most effective social media tool for social recruiting is LinkedIn. Because it is built for job seekers, employers and professional networking, the entire site utilizes a wide range of functions to help highlight your corporate culture and recruit potential candidates.
LinkedIn also offers an Advanced People Search. This tool offers search capabilities that are highly useful for recruiters. Many of these search features are free. However, some require a LinkedIn premium account.
Best Social Media Recruiting Examples
Marriott
Multinational hospitality company, Marriott International manages numerous chains of hotels and resorts across various countries of the world. It has rightly leveraged their Facebook page to advertise and promote their job openings to the target audience.
speaks about their lively office, the employees, and their work culture on their LinkedIn page. The funny and quirky captions that they use certainly reflect their fun environment.
Canva
Canva is an online designing tool that helps you create artistic graphic designs in just a few clicks. The Canva team is extremely good at marketing their jobs and building their employer brand. They are leveraging Twitter to attract and engage top talent to your jobs.
Just like their website careers page, Canva has designed its Twitter page beautifully. In addition to the job openings, Canva team shares a lot of other posts that would make anyone want to work with them. Canva shares their ever-growing success stories on their Twitter page regularly. Furthermore, they tweet about the product updates to let the viewers know that they are rapidly growing. Educative blogs, special quotes, festivity wishes, exciting quizzes, and whatnot. Canva’s Twitter page is a treasure of fun activities.
Tinder
Everyone today knows about Tinder, the app that revolutionized the dating process. But very few know that they are slaying at their social recruiting efforts.
While advertising their jobs on Instagram, Tinder gives the candidates a quick glance at their rich company culture. A happy team is one that has happy employees. And Tinder’s Instagram page showcases how happy their team is. It depicts the amazing lives of the Tinder team. They organize fun-filled events, parties, and many more fun activities. Showcasing their company culture and work environment is a great way of attracting talent that Tinder practices.
HCM Unit 5 Notes Social Media Recruitment
Course: Human Capital Management (UM20MB557)
University: PES University
- Discover more from:
