Why Is Social Media So Critical to Your Recruitment Efforts?

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In the last few years, social media has transformed from what may have been a temporary fad to a very real, established part of life in the 21st century.

In a recent poll conducted by the Pew Internet & American Life Project, nearly three-quarters of online adults report that they are using social networking sites.

Moreover, these are educated individuals, represented by the fact that 72 percent of them have at least a college degree. From an employment perspective, social media could be viewed as a rich source of potential talent, especially if you’re seeking to fill professional-level positions.

To tap this valuable pool of talent, employers are indeed embracing social media as part of their overall recruitment strategy. According to a recent survey of employers, 77 percent of the respondents indicated that social networking sites are integrated into their talent acquisition efforts.

But what, beyond access to a large candidate pool, are the specific advantages of doing so?

  1. Social media doesn’t require a substantial financial investment.
    Establishing an employer’s presence on social networking can be very affordable, especially when compared to traditional recruitment methods. In fact, setting up a Twitter or Facebook account is usually free for an organization.

  2. Social media can help you cultivate an online community of potential employees.
    Once someone likes your organization on Facebook or follows you on Twitter, you can champion your employment brand in a personal and immediate way.

    Social media can help educate people about your organization and hopefully create a community of supporters. Even someone who turned down a job offer, if she’s a member of your network, could hear about another open position and be tempted to apply for it.

  3. Social media allows access to passive candidates.
    One takeaway from the current struggle with the “
    talent gap” is that employers are eager for ways to identify and engage candidates who may not have their hands up in a job search.

    A site like LinkedIn can help you proactively identify potential candidates with the right qualifications—candidates who may not be actively thinking about leaving their current position. Access to passive talent is the primary reason employers are using social media

  4. Social media can produce a better quality of hire.
    Many employers believe that
    better candidates come from the organizations’ use of social media. This could be because candidates engaged in social networking may be more tech-savvy and have greater awareness of emerging trends.

  5. Social media can reduce time-to-hire.
    Because it can help foster better communication with potential employees, social media probably helps reduce response times during the hiring process. In a situation where every little bit helps, using social media could therefore help you bring candidates into your organization faster.

  6. Social media impacts a candidate’s perception of your organization.
    According to a
    poll recently conducted by Spherion Staffing, 47 percent of candidates deciding whether to take a position consider an employer’s online reputation to be as important as the final job offer.

Given all of these reasons, a modern approach to recruitment should likely include a social media aspect.

[eBook] Chapter 2: Social Media: Fostering Connections
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[eBook] Chapter 2: Social Media: Fostering Connections

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