How Social Screening is beneficial in Talent acquisition

How Social Screening is beneficial in Talent acquisition

As a hiring manager, you want to search for the most talented, skilled and well-informed candidates through social screening. With billions of users on social media sites, social media has emerged as a great platform for recruiters to find appropriate candidates. Social networking is one of the most elite ways to hire and find employees in the organization because it is an exciting and innovative way to connect employees and potential employers. The skills market is shrinking. Also, marketing through newspapers and online job sites is becoming costly. In such circumstances, finding a suitable candidate for a defined job becomes increasingly difficult. Therefore, recruiters from large and small businesses rely on social media platforms such as LinkedIn, Facebook, video chats and more to attract qualified candidates. But, before reaping profits while utilizing social media for recruitment, recruiters must understand when to take advantage of such platforms that they can use to find a potential candidate for their business.

How can social media be used for hiring?

Recruiters need to understand the best way to use social networking sites for their job. While there are innovative tools to use, recruiters must learn the art of effective use of social websites. So here are some steps that you, as a recruiter, can take to get adequate results out of your social recruitment process.

1. Preparing the plan:

First, you must come up with a plan for your recruitment strategy. For this, you will have to consider the long-term and the short-term goals of your business, the type of workforce needed to meet those goals, the kind of technology you will use to attract them, how you will keep your content attractive and fresh, and more. In addition, you should also realize the time you are ready to spend on social networks and ways to keep the content up to date.

2. Checking Your Business's Brand Image:

You can check online the brand of your company, its job offers and the agencies promoting them. This will give you the true image of your online business. Then the next step for you will be using that information to manipulate an applicant's interest in your brand.

3. Engaging with potential candidates:

You need to engage in a conversation with the potential candidates. Be genuine, open and accessible. If you make false communications, then it is more likely that the prospective candidate will not trust you and your organization.

 

Tips for utilizing social media for recruitment:

Here are some tips or ways to use social media effectively in recruiting:

1. Choosing the right social media or platform:

To ensure that your social recruitment strategy is successful, it is essential that you choose a specific networking platform based on your business requirements. Your platform must be for a specific target audience. For example, if the type of candidate you want to hire is more active on Facebook than LinkedIn, then you can focus more on the other side or can expand.

2. Targeting the Right Candidate:

One of the benefits of social media recruitment is that recruiters can easily and quickly search for a large pool of candidates. However, each social networking platform has its own set of criteria and parameters to search for an appropriate candidate. Therefore, you should first look at these parameters and then go to target the candidate who best suits your needs.

3. Simplify your application process:

Do not turn the application process into the first step of the hiring process. Maybe the recruitment committee has generated an interesting and attractive job offer, but if the application process is complicated, then the candidate may become uninterested in applying it. It would be better for the recruiter to provide a direct link to his job or the company's career page.

4. Market Yourself:

Candidates interested in your position will not return to you until they have researched your company. The maximum odds are that they will respond and verify your social accounts only. It is therefore essential to keep your company's financial statements up to date. In addition, you should provide full information about your organization in its profiles.

 

Advantages of recruitment through social media screening:

It is true that there are certain risks associated with the recruitment process through social networking sites. It is advised that you should read about the advantages it offers first.

1. Increase brand awareness:

With billions of users on different social platforms, your company's visibility will go up to a large extent. It will also improve the online visibility of your job opportunities which many candidates will notice. This is also a sign that the company is up-to-date with technology and keeping up with the latest trends.

2. Cost-Effective:

Compared to other types of recruitment methods, this form of recruitment is more cost-effective. The company may spend relatively less on social media strategies and different tactics involved in it.

3. It enhances the quality of recruited candidates:

People with knowledge of social media and related tools are in high demand in today's world. It is because they are seen as innovative and tech-savvy.

4. It is an excellent opportunity to engage passive candidates:

Sometimes passive candidates (candidates who are not looking for a job change) change jobs if they find an interesting job opportunity. You could learn about these candidates through their social networking profiles.

5. It brings forward referrals and recommendations:

If a business can operate well with recommendations, then recommendations can also reap great results in the hiring process. This can be a great strategy to use different social media sites to make job seekers aware of job vacancies in your organization.

6. It is faster than traditional recruitment methods:

Online modes make information reach their target audience quicker than offline modes. Recruiters can post their job opening link on several platforms at once. Even candidates can apply for various positions easily and quickly.

7. This could result in a good cultural fit for the organization:

If potential candidates already have a connection with current employees, this is a sign that the new employee will work better for the company.

8. This gives your business a competitive advantage:

Developing a corporate social media presence can give you a competitive advantage over businesses that are still not implementing it.

9. Boosts Return on Investments (ROI):

You can significantly reduce your sourcing costs and increase the ROI, thanks to powerful social media. Posting job postings on many social networking platforms can deliver more productive returns than posting on one single portal.

10. Impressive to the Candidates:

Potential candidates are interested in working for companies that are interested in reaching them. This allows you to attract candidates by showing them the services and offerings your organization offers its employees.

 

Risks related to social media recruitment:

Using social media for the recruitment process may be rewarding, but just like a coin has two sides, even this recruitment tool has two sides. The pros are accompanied by the following cons:

1. Privacy Invasion:

Candidates who think employers should not be allowed to visit their personal networking accounts could take serious action against it. That's because even candidates who allow their profile to be visited by the general public can ask employers to give them a reasonable level of confidentiality.

2. Discrimination:

This is another significant risk that employers may face if they adopt social recruitment approaches. Laws forbid discriminatory hiring decisions based on sensitive categories like colour, religion, race, and more. Doing background checks on candidates with the use of social media sites could generate a setback if you selected the candidate because he or she belongs to a specific protected category. So if you would like to hire candidates via social networking sites, then make sure you don't discriminate between them.

3. Authenticity and precision:

Employers are unclear as to what information they receive. Perhaps the information is incorrect or partially correct. This is because anyone can build a profile on social platforms with false information. It is therefore impossible to say if the information is genuine or not.


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