It is no secret that social media has expanded the recruitment world, both within hiring and applying practices.
Recruitment began to evolve decades ago onward with digital systems, but how has it matched up to where we are today in the ever-changing online social networks? How has it played a role in recruitment beyond online applications and LinkedIn profiles? What does recruitment need to do further to adapt within the confines of social media?
Social media defined
From MySpace to Twitter, social media platforms have come and gone, but the benefits of these online social networks have remained ever-present in various aspects of life.
Digital spaces allow us to access information, socialise, and showcase content, all within an interactive sphere. And when it comes to recruitment, social media is a tool we all must understand and use to our advantage.
The benefits of social media in recruitment
Before we discuss how to craft a plan to use social media in recruitment processes strategically, let’s learn the numerous advantages that these digital spaces bring to the table.
Grab top talent’s attention immediately.
Before they commit elsewhere, be sure you’re at the top of the list when it comes to attracting the best candidates in your industry. If you’re not on various social media platforms to gain visibility, ideal candidates may be lost.
Hire as soon as possible.
When you hit ‘post’ on job descriptions on various online platforms, it instantly reaches countless job seekers. This can be a huge advantage for those wanting to get the word out quickly and reach as many applicants as possible.
Uphold your brand identity.
Keeping up with your company’s outstanding reputation and social media usage go hand in hand. Positive employee reviews, sharing your values, and proving you uphold your mission are great ways to seise the opportunities of digital spaces.
It’s far less costly.
Recruitment advertising can build up a hefty budget. Social media platforms prove themselves cheaper than traditional job ads like billboards, newspapers, magazines, and job fairs.
Stay with the times.
Social media has completely shifted how we think about recruitment. It’s more than running paid ads on Facebook. Interactive job spaces and networking has reinvented how we search for and receive interest from candidates. Keep up with the times by hopping on the digital bandwagon.
Get to know your applicants better.
Viewing job seekers’ professional profiles will give you a glimpse of insight as to whether or not someone is a good fit for your company. Candidates may choose to add more personality to their profiles than what their CV showcases.
Beware of the downsides
When done right, social media platforms can prove themselves extremely effective in recruitment. But not all is perfect in the world of online hiring. Stay cautious of these potential negatives.
Bad employee reviews will likely hurt you.
Glassdoor and other employee review sites carry a lot of weight when it comes to attracting talent. You can’t control what everyone says, and several bad reviews could sink a company’s reputation. That’s why it is crucial to recruit with retention in mind and retain with recruitment in mind.
If you rely on social media too much, it could work against you.
When reviewing professional profiles, remember not to solely depend on appearances when it comes to picking who you will provide an opportunity to interview. Factors like implicit bias, cultural differences, generational disparities, and more could lead one to hit ‘next’ on a potential winner.
Unethical and discriminatory behaviour can lead to lawsuits.
Avoid legal trouble by giving your hiring committee strict guidelines on viewing candidates’ social media. When these rules are broken or even bent, you risk neglecting qualified candidates and liability issues.
It may not always be so speedy.
Though advertising jobs in various ways on social media dramatically expands your pool of candidates, if your company is seeking to hire someone within a specific niche, it may pay off to pull back on blasting the opportunity everywhere possible.
Some industries have specific websites that will help employers find excellent candidates quickly without sifting through hundreds of applications.
Tips for success
Now that we have gone through the advantages and disadvantages of social media use in recruitment, it’s time to put that knowledge to work.
Here are some tips for success.
- Post frequently with relevant information on jobs and other company activities. This will keep viewers and potential applicants engaged and show them you’re relevant in your industry.
- Be sure your content is written in a friendly tone. This will create a welcoming environment for readers.
- Include information on your company’s culture and values within posts. Applicants will gain a clear sense of what it may be like to work for you.
- Have an active blog with content relevant to your field. When users are directed to your website or separate social media platforms, showcasing intriguing content with catchy titles related to your industry will capture their attention.
- In order to adapt to the quickly shifting digital platforms, remember always to be learning and innovating. Don’t be afraid to use platforms like Instagram or even TikTok to run ads and remain relevant in your industry.
- Keeping posts concise, clear, and to the point is generally more appealing and allows for more substantive content.
- If you’re starting from square one, there are plenty of resources, including templates for all types of social media platforms.
Now that you know the pros, cons, and tips for a successful social media presence, get posting!
About The Author
Gabrielle Cicourel Hanley is an up-and-coming freelance writer with a passion for the sociology of work in the modern age. After working various odd jobs in different industries, she became fascinated with the components of work, bureaucracies, and other types of organisational structures. She received her Bachelor of Science in Sociology at the University of Oregon. With an additional background in communications and multimedia design, she brings creativity and precision to all her projects. Gabrielle resides in Tacoma, Washington in the United States. For more information, email firstname.lastname@example.org.