Social media recruitment does not have to be difficult, after you learn the things you ought to know.
Start with three key players in social media recruitment: LinkedIn, Twitter and Facebook.
With billions of users, the “big hitters” of social media recruitment, LinkedIn, Twitter and Facebook, have become a natural draw both recruiters and candidates.
Job seekers can get the latest information on new opportunities, while (ideally) employers get to choose from the best talent.
Although there are many advantages in social media recruitment, like timeliness and reach, there are also significant disadvantages. Understanding the drawbacks in social media recruitment can help you customize your hiring strategy for your needs, and make the most from each platform.
The downsides of social media recruitment—and how to overcome them:
At one time or another, many of us will need to recruit new employees. It is a part of doing business.
Good recruitment strategies will unquestionably come in handy.
Knowing the best practices of recruitment help employers as well as both new and existing employees. Effective recruitment is a win-win for everyone; new hires benefit by being on the right track from the start, management wins by obtaining the best talent and potential for growth.
Effective recruitment practices are more than glancing at resumes and choosing the best candidate by gut feelings. Specific hiring procedures are the key to your company’s success.
With effective recruitment practices, you will find that the overall quality of your pool of candidates will advance. Better talent will also result in improved leadership as these new hires go up the corporate ladder.
As the economy improves, passive job-seekers start becoming active. Everyone will be searching for the next great opportunity. In the past, executives needed only a well-qualified recruiter as the best way to reach the next phase of their career.
What does this mean for those in the field—those hard working people responsible for recruitment and hiring?
Social media recruitment continues to grow as individual platforms put more effort into helping businesses eliminate candidates using false credentials and posting inappropriate content. This makes social media recruitment a particularly intriguing trend. Recruiters, hiring and human resources managers are turning to social media to the best talent.
A few employers are signaling the paper resume is dead! They look at social media, Facebook and Klout scores. Some even go as far as asking for resumes through Twitter.
Get ready for the moment you see a job post saying, “no paper resumes.” Companies will identify qualified candidates by social media influence on Klout and Twitter, using hashtags for job seekers to apply for jobs.
The paper resume is dying.
In the (very) near future, recruiters, human resources departments and hiring managers will use the Web for a candidate’s record of qualifications and social networks will be mass references.
Badmouthing your company on social media is both unethical and not a particularly smart thing to do.
Should human resources fire an employee over it? Can they fire them?
Terminations because of social media use have been one of the hot topics for human resources in the past few years. It is imperative that employers know when they are able to fire a problematic employee. There are a few strategies for human resources to prevent an ethical controversy over social media use in the workplace.
Twitter and Facebook should be seen as distractions from work, not part of it.