Organisations are increasingly leveraging social recruiting to identify the right candidate for job openings. In addition to advertising job vacancies online, some companies are also using social media to reach out to passive candidates.
According to statisca.com, there are 1.28 billion active Facebook users, 313 million LinkedIn members and 271 million active Twitter users as of the first half of 2014. The number of social media users is projected to hit two billion in 2015. This serves as an important pool of talents for organisations to tap on. Other than reaching out to active job hunters, the social effect helps to attract talents who may otherwise not have known about the job openings.
According to Hudson’s 2014 Salary & Employment Insights report, while 40 per cent of the survey respondents have changed jobs in the last two years, over 70 per cent of workers are on the lookout for a new employer.
Many of these job seekers are social media users, and they proactively share their resumés on job portals and build their professional networks on LinkedIn. It is hence vital for recruiters to have a presence on those channels to engage them.
Why are organisations going social on recruitment? Two important reasons are:
Creating a talent pipeline through building networks
One of the key challenges for organisations today is having a ready talent pool to meet their hiring needs. With social media, more qualified candidates will know about job openings through social networks. The right talent will not always be available when a job is, but recruiters can use social media to start building the networks to create a pipeline of talent.
Recognising the future of branding
Organisations have started to recognise the value of employer branding. The social media boom has created an opportunity for them to tap on more channels to increase the visibility of their employment brands and promote interaction with candidates.
With their high usage rate and immediate response time, social media allow organisations to communicate their core values and key messages, giving them a competitive edge.
For example, DBS Bank is one organisation that is active in the social media space. To engage its 88,000 LinkedIn followers, comprising mainly professionals, the bank posts regular updates to keep them abreast of the latest happenings in the bank and industry.
Recognising that millenials are heavy social media users, the bank also reaches out to them using people features and infographics about career opportunities in its Facebook pages.
Job search strategy
Job seekers can also leverage social media to boost their chances of employment.
Make yourself visible
Gone are the days when companies relied solely on job boards and recruitment agencies to recruit talent. Now, they also actively seek and screen potential candidates online.
Hence, if you are looking for a job, you have to be visible on social media platforms and build your personal brand. You can start by setting up your social media accounts and sharing relevant information such as career experiences and your educational background.
Make sure to use key words that will allow recruiters to seek out your profiles quickly. Enabling LinkedIn, Facebook, Twitter and other social media platforms to push out relevant advertisements and job opportunities to you will make your job search more efficient.
Engage with employers and recruiters
Job seekers need to be more proactive on social media by following organisations and monitoring their activities to learn more about their corporate culture, values and upcoming opportunities.
When companies or recruiters post engaging content or job opportunities, there is no harm in sharing insightful comments that could spark off a conversation with the organisations. Such interactions could result in job leads or career opportunities.
Remember, while social recruiting is here to stay and grow in today’s recruitment world, it probably will not replace traditional recruitment.
Instead, it is becoming part of a larger talent acquisition strategy and is a tool in an organisation’s marketing mix. Its aim, ultimately, is to put organisations and individuals in better positions, matching the right talent to the right opportunities.
Article by James Loo, senior vice-president of talent acquisition, DBS Bank.