According to a recent article by Onrec,
the recruitment landscape is facing significant changes with the rise of social
media as a tool to recruit and search for jobs.
Social
media continues to grow and now reaches over 175 million users. An estimated
third of companies use social media as a business tool, with many enterprises
taking advantage of social platforms to support the recruitment process.
In addition, according to a survey of 1,200 senior executives across Europe, the most
successful country in terms of social media based recruitment is Germany, with
over 30 per cent of companies recruiting using online networks.
Contrary
to what some may think, business is personal.
With a click of a mouse, recruiters scan your Facebook profile, see who you’re
connected to on LinkedIn, peruse your holiday photos via Instagram…and so on.
But is social media simply an information gathering tool or a genuine mechanism
for recruiting staff?
“Both,”
says managing director, Wayne Brophy, of specialist recruitment company Cast
UK. “We are seeing social media being used more and more by
recruiters and candidates.”
Topping
the social recruiting leader boards is LinkedIn, as 94 per cent of
recruiters use the professional networking platform to vet candidates
before inviting them for an interview; trailing closely behind is Facebook at
65 per cent and Twitter at 55 per cent.
“LinkedIn,
as an example, has transformed the way people interact with recruiters. We are
seeing companies asking for candidates to apply for jobs by simply using their
LinkedIn URL rather than sending a traditional CV. Equally, candidates are using
LinkedIn as their online CV and are investing time in developing online
profiles to increase their marketability. At Cast UK we are recognising this
shift in candidate application trends and are investing in new parsing software
to capture this information,” said Brophy.
While
LinkedIn remains a popular tool for
obtaining information about professional experience, length of tenure and hard
skills, platforms like Facebook, Twitter, Google+ are used for understanding
personalities to ascertain cultural fit and how a candidate virtually interacts
with people.
“Social media platforms are also useful as an
information source, as they help to inform us about a candidate’s personality
to try and assess whether the person will mesh well with the company culture.
This personality fit may not seem important, but as research has
shown that 90 per cent of terminations and resignations are due to personality
clashes, it’s not something that should be seen as secondary,” concludes
Brophy.
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