Updated on June 28, 2021
How To Leverage Social Media In Your Hiring Process
The use of social media is rapidly increasing in powerful ways to find potential candidates. With sites like LinkedIn, Facebook, and Twitter, you can reach out to a much larger pool of people than you might normally be able to through traditional methods like job boards or recruiters.
This article will discuss how social media has made hiring easier for companies and what it means for your company’s future.
Social Media Makes Hiring Easier
Social media has made hiring easier for companies in several ways. For example, social media makes it possible to connect with candidates who may not actively look for jobs but are still interested and engaged. This type of connection is much more likely than if you were using other methods like job boards or recruiters, where the candidate would have to take action on their own initiative before they could engage with your company.
This means that every person who follows your company’s page can see potential openings at any time, which provides an opportunity even in cases when this wasn’t previously anticipated. In addition, because social networking platforms allow users to create profiles that showcase aspects about themselves, these sites search for qualified employees significantly faster as it eliminates some steps from the process.
Candidates and Profile Skills
For example, suppose you were recruiting a social media strategist who also had experience with content creation and management. In that case, your search can be narrowed to individuals who have mentioned these skills on their profiles rather than having to review hundreds or thousands of resumes, which may not mention any relevant skill sets at all. This saves time in reviewing applicants and makes it much more likely that qualified candidates will be found in less time as well – something every recruiter is looking for!
Hiring Through Social Networking Sites
The thing about hiring through social networking sites like LinkedIn is that there are some disadvantages associated with this method, too, including that it might take longer when using this kind of connection because people need to find postings themselves (rather than seeing them immediately). They may not apply if the company does not appear to be a good fit for them.
However, social media has many advantages, too, including that it is much more likely to find qualified people because you can search through individuals who have said on their profiles that they are interested in what your organization needs. This will save time searching for talent rather than reading resumes that might mention nothing of value about skills or experience when looking for technical jobs.
Getting Insight Into A Candidate’s Personality
People will often mention their hobbies, the places they have lived and worked, or even what kind of car they drive. Some applicants may also post pictures that can give you a clue about how happy or satisfied with a life someone is – for instance, not many people who are feeling really down would post photos that inspire others or uplift people in general.
Best Practices:
Consider what information is available on social media and the potential risks of that information before making a hiring decision. For instance, if someone posts photos or references their alcohol use in one way or another – it may be an indicator that the person would not be able to work for your company’s drug testing policy requirement.
Scour through individuals who have said on their profiles that they are interested in what your organization needs, and this will save time searching for talent rather than trying to read resumes that might mention nothing of value about skills or experience at all when looking for technical jobs.
When considering using social media as part of your recruiting process, always keep in mind any laws that could apply based upon where you live and the type of job opening.
Updated on June 28, 2021
How To Improve Your Hiring Process And Find Great Employees
Hiring is an activity of searching and recruiting new staff members. An excellent hiring process will assist in tempting qualified employees to suit your brand. Elements of the hiring procedure are different for each organization; hence, some business personalities can attract and hire suitable candidates.
Have a panel of the interviewer
Let a few of your colleagues join the interview. Invite them to ask questions and get their opinion on what they think about the candidate.
It’s crucial to know how they regard the characters of that person. Then, once the panel is in agreement, they can make a decision.
Improve the Job Descriptions
The job description should not be necessarily long. Refer briefly to the necessary qualifications needed by the candidate and emphasize how the company will contribute to their needs. Some managers post the best job adverts but in most cases end up with irrelevant descriptions with a lot of details. That is unproductive. Concentrate on what the company can offer the candidate to attract the best ones.
Aim on the Goals
Clarify what you would want the person to do for the organization. Their knowledge and skills are of paramount importance. In contrast, education and know-how are of secondary importance. Visualize the candidate in the office setup. How they perform and what would be their input to assist the company reach its goals.
Ask reasonable Questions
When you are on the interviewing panel, ask reasonable questions and get information on being productive.
Study more about their knowledge, skills, experience, and character. If you overstep the mark, it won’t give a good impression to the candidate or employee to be.
Define Your Position
The job description clearly states the need for education knowledge, experience, expected salary, and skills. Also, during the interview, let them equally know your designation. Finally, elaborate on your expectations for the employee on the post and inquire if they can meet the requirement.
Embrace Social Media
We can embrace the digital era by utilizing social media platforms to search for suitable candidates. Social media has become an incredibly powerful tool for marketing – just look at the success of emerging products like and the Ninja air fryer and the Halo dog collar. In an analogous light, you can leverage social media to not only broaden your hiring pool, but also to get a more thorough look at your candidates before you bring them on board.
As discussed in my recent blog post, a background check on the employees is imperative. Yet again, you can’t rely on a personal profile to guide the selection because it could be misleading. Remember, interested candidates have necessities too. They would prefer to work in an organization that is digitally enabled. Once you promote a culture that drives technology in your company, the best will compete for available posts.
Test the Best Candidates
You will have to conduct a second interview that might cost you, but it is worth it. Study how the candidate’s personality slipstreams along with their duties. You get to observe how they execute the knowledge and skills they claim to have and how they fit in the office culture. However, skill set might be a critical factor if a candidate is best suited for that position, but not personality.
Do a Survey
Once the interview is over, request the candidates to do a brief survey for you, be it orally or fill a form. For instance, how they found out about the job advertisement, what struck them during the interview, the hiring process generally, if there are changes to be made, what would they be—emphasis on how the response will assist in improving your future approach.
Finally, ask the candidate if they have a question for the panel.
Make the process of hiring smooth sailing to take the organization’s progress forward. More the reason one needs to consider their practice regularly. Furthermore, to upgrade the hiring process, embrace technology, create a positive brand for the company, and enhance your interviews and job descriptions.
Updated on June 22, 2021
Why You Should Always Conduct Background Checks on Potential Employees
A common recruiting technique for many firms is hiring fast and firing even faster. But this kind of turnover is likely to put too much strain on your HR team. It’s not a bad idea to have employees stay longer. However, a lack of proper background checks before hiring promotes higher turnover rates. Here’s why you should conduct a background check before hiring new employees.
Instinct Alone Isn’t Enough
Running a successful business requires a range of expertise. It’s a good idea to delegate certain tasks to those who are more qualified for them. In as much as you are the CEO or founder, you may lack certain skills–which is why you hire experts. As a business owner, you may have great instincts when it comes to identifying skills. Unfortunately, instinct alone won’t suffice when hiring. A thorough background check helps get rid of any doubt. After all, hiring one wrong employee could end up costing you a significant loss.
Hire the Most Qualified Employee
Anyone with enough interest in your company can research the right things to say. But this doesn’t always mean that the best interviewee is most qualified. Background checks help you know whether you are choosing the most qualified person. You need to pick someone with the right skills and qualifications. This way, you can be sure that they’ll do what it takes to build the business.
Discouraging Those With Something to Hide From Applying
Before you hire anyone, you’ll have to announce the job vacancy. During this time, recruiters may make it public that they’ll conduct background checks. Anyone with something to hide is likely not going to apply for such a job. This is a great way to filter the kind of applications you get. An employee may want to hide having worked for a competing firm. But with a good background check, you should be able to glean all their work history.
Safety at the Workplace
Many states have laws allowing you to ask about any past convictions one may have. However, you’re likely not going to get the truth out of an ex-con. Before hiring anyone, you should think about the safety of your clients and employees too. Don’t be in a hurry to choose someone only based on their excellent skills. Terrorists and criminals are good at hiding and trying to fit in. Research a prospect’s background may help you unearth any previous criminal activities.
Promote Honesty During Application and Interview Process
Without a background check, you’ll likely get many liars during the application process. The worst part is you may end up hiring one or more of them, only to learn of their incompetence much later. You shouldn’t have to incur such a waste of time. Hiring the wrong person is also a waste of your resources. Background checks make it possible for you to get the right people for an interview. Sieving through honest applicants and shortlisting them is the way to go. This way, you can be sure that the person who ends up getting the job won’t have lied their way through.
The Bottom Line
Having employees that can stay longer at your firm is good for everyone. But, you’ll have to invest in doing that extra research if that’s what you want. A background check should always be a part of the recruitment process. If you’re new in business, and you don’t have the skills or time to do this the right way, you can hire a professional. That way, you can create a more efficient recruitment process. With that, you can count on having employees that will serve you well long-term.
