Social Media Recruitment – Benefits and Pitfalls

Social Media Recruitment – Benefits and Pitfalls
Social Media Recruitment – Benefits and Pitfalls

How are recruiters faring with social media? Here, you will find some of the surprising and not too surprising benefits and pitfalls of using social media and mobile technology for recruitment purposes.

Benefits of Social Media Recruitment:

  1. A lot of these corporate recruitment tools are free or nominally charged.
  2. Often, social media is a sure fire way to research the market and reach out to candidates and clients outside of your usual networking circles.
  3. It provides a way to reach out to skilled candidates who may not be actively looking for a job but are a good fit for the organization.
  4. It allows you to leverage existing contacts in your social network such as former clients, co-workers, industry experts, entrepreneurs and even public figures and ask them to skim through their friend lists for quality candidates.
  5. Makes it easy to know a candidate‘s qualifications before you even spend further time or money meeting or getting to know them.
  6. Helps weed out candidates that are not such a good fit for the job opening/company culture.
  7. Saves a lot of time sifting through piles and piles of resumes only to rule the candidate out as soon as you interview them.
  8. Online and video interviews allow recruiters to gauge the viability of a candidate for a position even before spending any money on travel costs.
  9. It makes social recommendations very easy.
  10. Social media helps recruiters create cheap and highly targeted advertisements to target specific professional audiences.

Pitfalls of Social Media Recruitment:

  1. A lot of experts criticize social recruiting because you’re just using the general public forum to source a job candidate.
  2. Lack of technical  and  social  media  savvy  among  experienced recruiters of the baby boomer generation.
  3. Lack of guidelines and industry norms in the field of social media recruitment as it is a relatively new field of work.
  4. Presence of ethical grey areas that can lead to misunderstanding on both the candidate and the recruiter‘s side.
  5. Not always a purposeful engagement you may or may not get some good results out of it.
  6. Sometimes people can misrepresent their experience or skills.
  7. Otherwise good candidates can be disregarded due to content on their social media profiles.

Let‘s take a deeper look at that last problem in further detail: In 2013, an organization named ―On Device Research surveyed a huge population sample of 17,000 young people in six countries. The results of the study indicated that nearly 1 in 10 youth between 16 and 34 get rejected from potential jobs because of comments they have made on social platforms.

In fact, a social recruiting survey by popular portal Jobvite the following year indicated that 93% of recruiters check candidates’ social media postings as part of the screening process.

As you can see, social profiling is real and very powerful. If used wisely and with discretion, it can be an efficient tool to weed out inappropriate hires. However, if used incorrectly, it can blow up in a candidate, recruiter or hiring organization‘s face, so to speak.

If you’re looking for more such information, feel free to go through Amit Sharma’s ‘Social Recruiters’ book. You can find it on Amazon or on this site- http://www.amitsharma.net/

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