Source: https://www.educba.com/social-media-for-recruiting/
E-recruitment refers to the use of web based technology for the different processes of drawing in, assessing, selecting, recruiting and on boarding candidates. Through e-recruitment employers reach larger number of potential employees.
According to a study conducted it was found that 93% of companies use LinkedIn for social recruiting, 66% use Facebook, and 54% use Twitter. Jobsite- social media for recruiting Software Company through a survey report revealed that 73% of recruiters had hired the candidates through social media channels, namely LinkedIn, Facebook, and twitter.93% of recruiters reviewed the candidate’s social media profile before taking the hiring decision.
Video: Social Media Recruiting
Source: https://www.youtube.com/watch?v=QlebtLRhqeQ
Social recruiting mistakes
Recruiters who use social media should be mindful of actions that can backfire and lead to poor online engagement with potential candidates or, the loss of promising leads. Here are some social media recruiting mistakes to avoid,
- Bombarding potential candidates with messages
- Creating unreliable or even conflicting messages in the information posted on the organization's website and social media platforms.
- Being overly active or inactive with engagement efforts.
- Misunderstanding or overlooking the attributes of ideal candidates as well as where and how best to reach them on social media
- Failing to provide user friendly pathways to move from social media platforms to the application process.
- Being quick to judge
- Forgetting to update your
own social media profile
Conclusion
Although these networks can help hiring manager’s to find new employees, there are definite mistakes to avoid when developing a strategy for social media recruiting, through that companies can hiring the right person for the job by fast and efficient recruitment process can reduce costs, enhance a company's reputation both from a market and candidate perspective and ensure that the very best talent is identified, engaged and brought into the business.
References
HR Daily Advisor. (2017). 6 Essential Networking Sites for Social Media Recruiting. [online] Available at: https://hrdailyadvisor.blr.com/2017/02/14/6-essential-networking-sites-social-media-recruiting/.
What is social media recruiting (social media recruitment)? - Definition from WhatIs.com (2019). What is social media recruiting (social media recruitment)? - Definition from WhatIs.com. [online] SearchHRSoftware. Available https://searchhrsoftware.techtarget.com/definition/social-recruiting.
This is really appropriate article in 20th century. because at the moment world change to knowledge base platform. network is the infrastructures of that for share and spreading through the world.
ReplyDeleteVery true, hiring the wrong person for the job can have serious consequences, not only can it compromise the morale of the rest of your team and affect the engagement of those employees.
DeleteSocial media may be the fast, convenient and reliable way to reach to the right candidates moreover applicant thespondig time is remarkable. I personally believed social media would be the most effective method for the E-recruiting when an organisation dealing with with millennial and Generation Z.
ReplyDeleteyes its correct, In a survey from Robert Half, 75% of Gen Z respondents said they see rewards in job-hopping, including more money, experience and upward mobility. And, in a survey from the Adecco Group, 83% of Gen Z participants said they would leave an employer if they didn't see the right opportunities for career advancement.
DeleteApart from the various benefits, e-recruitment has its own share of shortcomings and disadvantages.
ReplyDeletea. Screening and checking the skill mapping and authenticity of millions of resumes is a problem and time consuming exercise for organizations.
b. There is low Internet penetration, no access and lack of awareness of internet in many locations across India.
c. Organizations cannot depend solely on the online recruitment methods.
d. In India, the employers and the employees still prefer a face-to-face interaction rather than sending e-mails.
Very good article. Keep it up.
When the recruitment has been done without proper checking of required qualifications, skills and experience of the candidate as required for the position, it is a bad recruitment.This can have a significant negative impact on your overall company.
DeleteThough E-recruitment is the perfect solution in the current scenario and it's has advantages and Physical interaction would be more effective.
ReplyDeleteWith social media, you are meeting your candidates, both active and passive, where they already spend most of their online time. Instead of posting a description on a job board and waiting for your ideal candidate to find you, social recruiting allows you to interact with talent naturally and organically by engaging with their social pages. This will give you the chance to start two-way conversations with candidates that may not have reached out on their own.
DeleteThis is supportive to enhance knowledge on e-recruitment. It has explained the process of e-recruitment and its benefits and it is supportive for HR managers to have a better knowledge about e-recruitment.
ReplyDeleteHowever it is import togo any further into clicking that candidate’s social network profile, let’s first take a look at the both positive and negative sides of incorporating social media in the recruitment process.
DeleteSocial recruiting isn't just about finding individual candidates, it's about looking for ways to amplify employer brand so you can attract even more qualified talent.
ReplyDeleteYes, according to a study conducted it was found that 93% of companies use LinkedIn for social recruiting, 66% use Facebook, and 54% use Twitter. Jobvite- social media for recruiting software company through a survey report revealed that 73% of recruiters had hired the candidates through social media channels, namely LinkedIn, Facebook, and twitter.93% of recruiters reviewed the candidate’s social media profile before taking the hiring decision.
DeleteHR professionals and hiring managers are increasingly using social media sites like Facebook and LinkedIn as part of their recruiting strategy. Some job applicants urge employers to look at their social media sites in the hopes that the information will provide hiring managers with a more full picture of the real person than the resume and cover letter. Recruiters can also do some scouting on LinkedIn and Twitter by searching for terms related to the role they're trying to fill, then reaching out to top talent who may be looking for work but aren't actively looking. Even in non-customer-facing professions, the strength of a candidate's interpersonal skills is becoming increasingly crucial to firms. Even in the digital era, teamwork and the need to communicate with people around the firm have become more important. As a result, recruiting managers must consider how employees will fit into the organization's culture and work environment. These aren't qualities that can be fairly assessed by an employer on a Facebook or LinkedIn page.
ReplyDeleteyes, also Some social media for recruiting may not be willing to hire people through social media, but do it as a result of “competition”. They may watch their other competitors using social media channels as a part of the recruitment and may want to do the same to attract people to their company as well.
Delete