HR recruiting involves a lot of time and effort, which can become even more challenging when trying to fill roles that require specialized skills and experience. In the past, this meant networking, handing out flyers, and advertising job openings in local newspapers. However, the world has changed significantly with the rise of social media.
Users now spend more time on sites like Facebook and Twitter than any other websites. This has had a massive impact on how recruiters find talent and source potential candidates from different sources.
As a result, HR professionals must adapt their strategies in order to get the most out of social media as it relates to finding new employees.
According to Social Talent Recruiters, an old survey(2012), but still relevant because of post pandemic situation from Ireland (31%), the UK (26%), the USA (23%), Canada (5%), India (2%), South Africa (2%), Australia (2%), Hungary (2%) and others (7%) answered the quick survey which looked into their social networking for recruitment habits.
99% of recruiters have hired a candidate were from LinkedIn, while Twitter and Facebook are low, at 19% and 18% respectively.
Credit: Social Talent Recruiters
How has social media changed the way we find candidates?
One of the biggest changes social media has made in HR recruiting is changing the way we find candidates. Rather than relying on this traditional methods, like online classifieds or referrals, social media has opened up a world of new ways to source candidates.
With the right tools, you can now browse millions of profiles to find potential candidates, which saves a ton of time and effort. You can also find candidates that you normally wouldn’t be able to reach, like those who don’t actively seek jobs.
And it isn’t just about who you find. It’s also about how you find them. With social media, you can use different search terms and hashtags to bring up a wide variety of profiles, including people from different areas who might not be actively looking for jobs. This lets you search for candidates who may not even know about your opportunity.
Credit: Social Talent Recruiters
Social Media is Changing Where We Find Talent
One of the biggest changes social media has made in HR recruiting is how and where we source candidates. In the past, HR teams would use a combination of online classifieds and referrals from current employees.
This meant reaching out to candidates directly, which might get a bit more attention that a post on a social media platform gets. However, social media has opened up a host of new ways to find talent.
You can use Facebook to find candidates by targeting certain schools, industries, or interest groups. You can also use hashtags to find relevant candidates, regardless of whether they have any connection to your company.
Similarly, you can use a combination of hashtags and location-based searches to find candidates on Twitter. This gives you a chance to find candidates in a variety of ways, which can be beneficial, especially if you’re trying to reach a diverse group of people.
Credit: Social Talent Recruiters
Using Facebook to find and screen candidates
One of the most popular ways to use Facebook in HR recruiting is to find candidates and screen them through their profiles. This allows you to browse through millions of public profiles and look for candidates who are a good fit for your open roles.
Many candidates will also have sections on their profiles that note things like their areas of expertise, educational background, and previous employment. This lets you get a better sense of whether or not they’re a good fit for the role with just a quick glance at their profile.
When you’re searching for candidates on Facebook, you can use a variety of tools to narrow down your search. For example, you can use the “friends of friends” option to find candidates who are connected to your employees, as well as the “explore” option to browse through people indifferent interest groups.
You can also use “job titles” to find a certain type of person, and use “fields of study” to find people with certain educational backgrounds.
Credit: Social Talent Recruiters
Using LinkedIn to find and screen candidates
One of the best ways to use LinkedIn in HR recruiting is to find candidates and screen them through their profiles. This allows you to browse through millions of public profiles and look for candidates who are a good fit for your open roles.
Many candidates will also have sections on their profiles that note things like their areas of expertise, educational background, and previous employment. This lets you get a better sense of whether or not they’re a good fit for the role with just a quick glance at their profile.
When you’re searching for candidates on LinkedIn, you can use a variety of tools to narrow down your search. For example, you can use the “people you may know” option to find candidates who are connected to your employees, as well as the “explore” option to browse through people in different fields.
You can also use “job titles” to find a certain type of person, and use “fields of study” to find people with certain educational backgrounds.
Credit: Social Talent Recruiters
Using Twitter to find and screen candidates
One of the best ways to use Twitter in HR recruiting is to find candidates and screen them through their profiles. This allows you to browse through millions of public profiles and look for candidates who are a good fit for your open roles.
Many candidates will also have sections on their profiles that note things like their areas of expertise, educational background, and previous employment. This lets you get a better sense of whether or not they’re a good fit for the role with just a quick glance at their profile.
When you’re searching for candidates on Twitter, you can use a variety of tools to narrow down your search. For example, you can use the “people you may know” option to find candidates who are connected to your employees, as well as the “explore” option to browse through people in different fields.
You can also use “job titles” to find a certain type of person, and use “fields of study” to find people with certain educational backgrounds.
Credit: Social Talent Recruiters
Summary
According to feedback, survey conducted by www.robertwalters.co.uk, the key findings were as below.
Key Finding #1: Online social media websites have become popular for different reasons
Key Finding #2: Some social media channels are widely perceived as an acceptable recruitment channel
Key Finding #3: Social media is increasingly important to candidates as a method for researching the market
Key Finding #4: Act proportionately in using social media to screen and assess job seekers
Social media has changed the HR recruiting game by providing a new way to find candidates, as well as a new way to screen them. Rather than relying on traditional methods, like online classifieds or referrals, you can now browse millions of public profiles to find candidates who are interested in working for your company. This can be beneficial, especially since it gives you the chance to find candidates who may not otherwise be actively looking for jobs. It can also be helpful in reaching a diverse group of people who may not have heard about your company before.
Credit: Social Talent Recruiters