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  • Thought Leader Series: What You Need to Know About Social Recruiting

Thought Leader Series: What You Need to Know About Social Recruiting

Jul 29 , 2015

Social recruiting
Joydeep Bhattacharya holds a decade of experience in online marketing and is the author of the SEO blog, where he regularly shares his ideas and experiences. You can follow him on Twitter.

As with everything else in the world, traditional methods of recruitment have been affected by the Internet and social media; now, social recruiting is a great way to find job candidates. Using social media platforms to look for candidates is a new and innovative approach to hiring that can also double-up as advertising.

According to Jobvite's 2013 Social Recruiting Survey, social engineering has led to a greater need for companies to maximum their visibility. The report states that:

  • Nearly 95% of recruiters who participated in the survey were either already actively leveraging social media for recruitment and hiring, or were planning to implement a similar campaign.
  • Over 78% of recruiters have already made a hire through social media.

It all sounds almost too good to be true - and it sort of is. Here are a couple of things you need to know about social recruiting before you jump in!

Social recruiting1. On the Go

A Pew Research Center study revealed that nearly 43% of job seekers look for employment via their cell phones or tablets, on mobile-optimized websites, while data shows that almost 70% of recruiters have not even begun tapping into this niche. Recruiters looking to attract talent on the move are optimizing their website for mobile viewing, offering resume upload facility, and removing clutter to deliver a good impression and a seamless communication medium through mobile website access. Of course, the next level, particularly for job listing aggregators is having an Apply Now section in a dedicated mobile app, which can also leverage location search and push notifications to reach out to prospects.

2. Follow the Leader

Social media platforms come and go, but three sites have stood the test of time and have evolved to survive. This is so true that the majority of recruiters from the Pew Reasearch Center study hired their applicants via them: Facebook (79%), LinkedIn (26%), and Twitter (14%). So, irrespective of whether you're hiring, want to get hired, or are just advertising, go with the platform that is currently trending and has a huge online presence.

3. Legal Issues

It's nearly impossible to review a job applicant's profile on a social media site without accessing information that traditionally wouldn't be revealed to a recruiter (e.g., race, sexual orientation, etc.). If the job candidate hasn't filled out that handy bio or "about me" section, you'll have to sift through numerous posts, images, groups, and maybe even videos to find out something as simple as where he or she went to college. During the search, something private would likely be revealed to you, which could be considered a breach of privacy. Almost every recruiter has seen a candidate's social media profile, and about 42% of them have reconsidered accepting or rejecting a candidate based on those social profiles, according to the 2014 Jobvite Job Seeker Nation Study.

4. Social Recruiting Isn't Replacing Traditional Methods

With the entire human resource industry in a tizzy with social recruiting, it's not hard to image that hiring a candidate based on a face-to-face interview could soon become a thing of the past. But it's still a fundamental part of the hiring process. Human interaction is an integral part of human resources, defining its very essence.

Statistics will tell you that although social recruiting is spreading like wildfire, its benefits are best harnessed when used along with traditional methods.

How do you approach social recruiting? Sound off below!