Recruiting with Social Media

Like many things in the business world, the way companies go about recruiting potential candidates has changed with the changing landscape. One of the biggest changes in recent years is the growing prevalence of social media and their use in business. Many companies now use social media as a means of finding potential candidates and researching applicants.

92% of recruiters and hiring managers use social media to find new candidates and 65% of companies have hired employees through social media.  This has radically changed how recruitment works. Sourcing candidates via networking sites means that there is much more information available. A candidate’s CV is not the only thing going into recruiters’ decisions on whether or not to bring them forward. How well they put themselves across, how well they are able to market themselves via social media is growing more and more important. 24% of managers found a candidate’s fit and personality from their social media profile, making them more attractive to employers. Statistics about social media use are widely available. 52% of the population of Ireland and the UK use Facebook, 20% use Twitter and 19% use LinkedIn. Even higher percentages of businesses have social media accounts with 70% using Facebook and 61% using Twitter and LinkedIn.

It is obvious from these statistics that social media is a huge opportunity for recruitment, given the high numbers of potential candidates and potential employers on these sites. However, just because there are lots of people using social media does not mean that traditional methods should be ignored in favour of these new tools. Recruiting with social media is time-consuming and takes a huge amount of effort in order to get candidates interested in your brand online. While they may use social media as a way to research the companies they want to work for they do not necessarily decide to apply for a job they find out about through social networks only. Social media is another tool, to be utilised but does not necessarily generate enough of a return on investment in order for it to be one of the main recruitment tools.

There can be downsides to the development of social media as a recruitment tool however, mainly on the side of the jobseeker. The fact that hiring managers and recruiters review applicants online means that employees need to be very careful about what they put online. As many as one in three potential employees have been rejected based on information found by employers online. Jobseekers need to be extremely careful about the kind of image their social media profiles project, even when they are not actively looking for a job. Things they have done of said in the past can still come back and haunt you as once it is on the internet there is no way to take it down.  Keeping profiles as private as possible and avoiding posting potentially embarrassing information and photos online could go a long way to ensuring your online presence doesn’t cost you your dream job.

It should be obvious that out of all social media sites LinkedIn is the networking site most used by recruiters and jobseekers alike.  Given its business networking focus it is the obvious choice for both groups when looking for candidates and vacancies. But this does not mean that other forms of social media are ignored. 52% and 38% of jobseekers respectively use Facebook and Twitter in their search. As mentioned before the high numbers of users on these sites allows recruiters to look for the best possible candidate from a huge number of jobseekers. While other networking sites are not as business focused as LinkedIn they can still be valuable tools in getting in contact with candidates. Overall, having a presence on many social networks is important, in order to connect with potential candidates. Building communities with users through sharing information and things of interest can be more beneficial than just using social networks to advertise jobs.

The use of all social media as a way to help find candidates and jobs and to research both has been rising year on year and is likely to continue.  Social media is now another platform that can be utilised by recruiters in their search to find the best candidates for their vacancies. They provide a huge amount of information and extra resources for hiring managers and recruiters to use in their search for the ideal candidates. They provide more opportunities for recruiters and job seekers alike and are a valuable tool that should be utilised. Nevertheless, they are not going to be replacing traditional methods of recruitment any time soon. Social media recruitment is not going to provide huge cost savings or return on investment. Traditional methods are still the most successful in recruiting top candidates, at least for now. But this may change in the future so you need to be prepared. Having a strategy for how to use your social media in recruiting is advisable and will help you keep up with competitors (who are probably thinking about social media too). Social media should not be ignored as it is becoming a huge part of the recruitment process but until it is developed further traditional methods will still be the better bet.

For more information on social recruiting visit Social Talent 

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  1. Pingback: Things to Avoid when Recruiting | Recruitment Technology – Software and Technology for recruitment

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