Social Media Recruitment
It is no surprise that information and communication technology has changed drastically over the last few decades and it is exciting when you think what the next couple may offer. However, although there have been many key developments within this industry, there have been none more influential and substantial than the emergence of Social Media.
With over half of the world’s population active on social media and with the average daily time spent on all social platforms to be up to 140 minutes, it is a direct and significant opportunity for businesses and brands to utilize the reach of social media to sell their products and services and gain competitive advantages.
Therefore, with the time I’ve spent utilizing these social media tools and platforms for the purpose of nbxTalent, I’ve experienced the benefits that we as recruiters reap through the utilisation of what social media can offer.
These include:
1. It’s Cost-Efficient
The first issue many businesses face when trying to market their product or service is how to advertise it - and the issues around this are usually financial. This is no different for recruiters, as often we struggle to market our services to gain an advantage. Luckily for us, the use of Social Media to advertise our roles greatly reduces these costs as many sites like LinkedIn, Instagram and Facebook are free and easy to set up and if you want to run recruitment advertisements, they’re relatively affordable. Traditional recruitment strategies such as advertisements through TV, newspaper or magazine can often reach a large pool of candidates but it may cost more and become a more arduous application process for the candidate.
2. Higher Quality Candidates with Shorter Hiring Times
Firstly, the implementation of social media as a recruiter will generate higher-quality candidates. A major reason for this is the case that most people you find on social media will already be tech-savvy. It also allows recruiters to tap into the new, young and energetic workforce of today. Furthermore, background checks of potential candidates can also be constructed through other media platforms, ensuring the safety, security, strengths and characteristics of each candidate.
In addition to this, you can shorten time-to-hire with social recruiting techniques. On each of these social platforms, communication with potential candidates and vice versa can be swifter and more direct through processes such as direct messaging or providing a link on your profile bio’s that bring potential candidates directly to your website.
3. It Gives You the Competitive Edge!
Social media can provide immediate insight into potential candidates. Additionally, if candidates and hiring managers are connected in any way, it can increase candidate-to-employee conversion rates. The use of various media platforms also allows recruiters to refer candidates based on their professional experience, interests, academic history and personality attributes – all of which are usually demonstrated across a candidates’ social platforms. This is in return provides recruiters with a competitive edge if harnessed correctly, as it allows recruiters to provide some of the best quality candidates to their clients as they’ll possess the ability to match the right person to the right job and ultimately make that hire.
‘‘However, if you can learn to grasp it, the rewards are endless’’
Overall, there is a lot to digest when dealing with social media and its many different aspects. However, if you can learn to grasp it, the rewards are endless. Recruitment is all about going where the talent is and as that talent continually moves from a legacy of applying directly, to viewing job boards, to reach outs on one form of media platform, to profile screenings on another, it is difficult to keep up. However, companies are showing the agility to find talent where they spend their time and are engaging and interacting with them on preferred platforms.
This in return creates an environment where the candidate will have a better experience and be more receptible to entering the recruitment process. The key message is to go where the talent is, engage with the talent on their preferred platform and therefore they will be more likely to enjoy the experience and commit to the process of recruitment.
- Mark O’Brien | Talent Attraction Consultant @ nbxTalent