Social Recruitment
According to Professor Doctor Sonja Salmen in her book, co-written by Bernds Rath, “Recruiting im Social Web” (2012), the recruiting process can be optimised up to 20% through social media and companies should consider this strategy, if they have not.
According to PewInternet.org (2014), 74% of online adults use some
form of social networking site as of January 2014. That is a 66% increase since
2005.
Social media networks have already been adopted by 92% of the companies in the United States of America. 93% of those are found in LinkedIn, 66% found in Facebook and 54% found in Twitter. These companies are actively searching for young talent. Companies are finding themselves in a tougher talent competition than they have in previous years, and they are already taking actions to reduce the risks. There has been an 85% increase in recruiting activities via social media since 2007 (Salmen, 2012).
Overall, 43% organizations said that they use social media or search engines to screen job candidates, an increase from 2013. 44% of HR professionals agreed that a job candidates public social media profile can provide information about work related performance (SHRM, 2017).
Furthermore, SHRM’s (2016) Social
recruitment servery document states that social recruitment continues to grow,
Source, (SHRM,2017)
Social media is a recent phenomenon. A definition of social media
or of social media networks is provided below:
…as web-based services that allows individuals to (1)
construct a public or semi-public profile within a bounded system,
(2) articulate a list of other users with whom they share a connection, and (3) view and
traverse their list of connections and those made by others within the system.
The nature and nomenclature of these connections may vary from site to site
(Boyd & Ellison, 2007).
As per SHRM (2016) findings Linkedin continues to be the most preferred social recruitment platform.
References
- SHRM (2017). Using
Social Media for Talent Acquisition. [online] SHRM. Available at: https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Pages/Social-Media-Recruiting-Screening-2015.aspx.
- Boyd, D.M. and Ellison, N.B. (2007). Social Network Sites: Definition, History, and Scholarship. Journal of Computer-Mediated Communication, 13(1), pp.210–230. doi:10.1111/j.1083-6101.2007.00393.x.
- Rath, B. and Salmen, S. (2012). Recruiting im Social Web : Talentmanagement 2.0 - So begeistern Sie Netzwerker für Ihr Mitmach-Unternehmen!. Göttingen: Businessvillage. Recruiting im Social Web (p. 284). Göttingen: BusinessVillage GmbH
- Salmen, S. (2012). What's Next - Die nächsten Trends. In B. H. Rath, & S. Salmen,
As you mentioned, yes, recruiters and candidates definitley benefited from social media recruitment. However, there are potential drawbacks in social media recruitment. The first challenge faced when recruiting online is the high number of applicants and a noticeable number of applicants that do not fit the job description. In addition, it’s a challenge to develop and implement an online tool to collect, screen and select applications and match them with the job description (Azoury and Daou, 2020).
ReplyDeleteAgree with you Asitha, social recruitment has evolved & companies have incorporated ATS (application tracking systems) to curb anomalies.
DeleteOver the last decade there has been a considerable increase in the number of organizations gathering, storing and analyzing information regarding their
human resources through the use of Human Resource
Information Systems (HRIS) software or other types of software
which include HRIS functionality (Ball, 2001)
Social networks are a place where more details about candidates can be found. Social networks have a great deal of potential to enhance traditional methods of recruiting through screening in addition to social recruiting. Finding out more about a candidate than is presented in their curriculum vitae is referred to as screening. Human resource experts can get personal information about applicants by screening them on social networks. These information are frequently of a private character and has little to do with the execution of job (Gajanova, 2020).
ReplyDeletePretty much today context Virosha well elaborated in your comment. Below snip highlights the issue perfectly.
Delete"On the other hand, from the job seekers’ perspective, social media allow job seekers to be more informed about the organizations and their vacant job posts, as well as they allow different and flexible means to contact the company. However, the plurality of information and tools that the job seekers have at their disposal complicate the job seeking process (Caers and Castelyns, 2011). Furthermore, they encounter the “posting paradox” (El Ouirdi, Segers, El Ouirdi and Pais, 2015): they know that their social media profiles are probably examined by recruiters (Curran, Draus, Schrager and Zappala, 2014; Root and McKay, 2014), but they sometimes still disclose inappropriate contents that can undermine the recruitment process."