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

Coffee and phone.

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

Blue bicycles.

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.

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