Ah, so what’s about all that buzz around social recruiting? Let’s consider the following situation.
Mr. X quits the post of a senior executive in the production department.
The hunt for the new employee starts immediately. Did you realize the costs of hiring a new employee? Did the organization suffer from a loss in productivity of work and maybe a significant work loss that irked the clients and resulted in missed deadlines?
Did you feel the brunt of training a new employee and getting the employee acquainted with the new system and working style?
Mr. Y was finally hired but was an absolute misfit and had to be soon replaced.
The vicious circle of hiring, recruiting, and employee orientation starts yet again!
Now can you imagine this vicious circle being repeated every now and then for various posts? Then multiply the horror if different positions were vacant. What was the solution?
How could the hiring personnel focus on more concrete work and productivity? Technology gave rise to a new invention to fight the trauma. What emerged, as a result, is called social recruiting.
What is social recruiting?
Social recruiting or social media recruiting is the process of recruiting candidates through social media platforms, like LinkedIn, Facebook, Instagram, now even TikTok, and others.
Social recruiting is often referred to as social media recruitment, social recruitment, social hiring, and similar.
The data on social recruiting highlights its ever-burgeoning relevance in the field of hiring. According to the SHRM survey, the usage of social hiring tools has been quick in fast-paced companies.
Social media recruiting has seen a rise of 54% in the last few years. In 2011, only 56% of companies were hiring based on social media, whereas the proportion has now risen to a startling 84%.
This is no surprise since everyone nowadays is on social media, and 22.6% of users have reported that they visit social platforms for work-related networking or work-related research.
Now social recruiting has spread from the big four, Facebook, LinkedIn, Twitter, and Instagram, to all kinds of online forums and communities where the ideal employees could be found. Slack groups and Discord channels are only some of them, including Quora, TikTok, Medium, and Tumblr, depending on the type of talent you are searching for.
Why are traditional recruiting strategies becoming irrelevant?
The answer to this question is plain and simple. Because people’s behavior has changed tremendously. People have started using digital channels for everything, from looking up the news and ordering food to finding their soulmate and ideal job.
The idea of this would be bizarre in the 90s or even the beginning od 2000s, but today it is ingrained in our culture and society.
People don’t look for jobs in newspapers anymore, and most of them, especially younger generations, don’t look at the old boomer-ish job posting websites. Instead, they search for jobs inside their communities and the media they use daily.
This is why social recruiting is on the rise and so popular and effective nowadays.
Social hiring backed up by statistics
Let’s look at some social media statistics to back up our claims why you should start using social recruiting:
- Almost half of the world’s population uses social media, 3.8 billion to be precise.
- 91% of those users are accessing social media through mobile apps.
- An average person uses more than 9 different social media networks.
- More than 100 million job applications are posted on LinkedIn every month.
- 40 million users use LinkedIn to search for a job every week, and three of them get hired every minute.
And let’s look at the number of monthly active users on some of the social platforms:
- Facebook – 2.7 billion
- YouTube – 2.3 billion
- Instagram – 1.2 billion
- TikTok – 689 million
- Snapchat – 498 million
- Pinterest – 459 million
- Twitter – 353 million
- LinkedIn – 300 million
- Discord – 250 million
Advantages of social recruiting
Due to everything stated above, it is no surprise that numerous recruitment agencies and competitors are on the lookout for the best hires on social media. Therefore, your company has to be vigilant and popular on social media to avail the following benefits:
- Increased job visibility.
- Better quality hires.
- Employer branding.
- Shorter hiring cycle.
- Screening candidates.
Let’s talk about each one of these statements more in-depth.
Increased job visibility
With a massive user base, social media accounts like LinkedIn and Facebook have increased job posts’ visibility. Millennials are extensively using the LinkedIn job hunting portal and being prompt and active for applying for the jobs they see.
Social media can reach more people than any other source and has been material in hiring quality caliber and talented candidate pool for many successful companies.
By creating quality content for your social networks like YouTube and Facebook, even TikTok, if you are aiming at a younger audience, in which you showcase your company’s culture and environment, you will definitely attract lots of talent.
An excellent example of a company doing this is Lemlist and its CEO Guillaume Moubeche.
All you have to do is identify all the channels your target audience spends their time on and build an online presence there. A good recruiter needs to think like a marketer too.
Better quality hires
Tech-savvy, educated, dynamic, and smart candidates are what companies are on the lookout for. This is a fundamental requisite which is fulfilled given that the candidate has a sensible social media presence.
The social media presence ensures that the candidates are adept at the latest trends and techniques, ready to add skills and have the knowledge to stay updated.
This is essential for any modern business that works in the digital sphere. Regardless if you are hiring for fashion brands like Zaful or big B2B SaaS companies like GetResponse, you will be looking for the ideal employee on social media. Which social media platform it will be, depends on the industry.
A lousy employer brand is good enough a reason to quit or not join the organization. Social media is an effective tool in increasing the perceived brand value of the product and the employer.
A level of trust and confidence can be built with positive endorsement on social media. This helps to garner a positive response among candidates applying for the job. In addition, social media makes the company favorable among employees, prospective candidates, and clients.
Shorter hiring cycle
The cycle of social media hiring is way shorter than the previous hiring techniques.
Communication is effective and fast when contacted through social media, giving rise to long-term dependable work relationships. Hiring candidates through social media is a win-win situation for both the company and the employee, as it is likely that the interests of the hiring manager and the candidates are similar.
Social media platforms and profiles are mirror images of the company and the employee’s thoughts and ideologies. The concerns that they have voiced through their profiles speak volumes about the mindset of the employees or the company culture.
This gives a clear insight as to what kind of employees the company wants to hire. The company can screen out the candidates who are not in sync with the work culture and working style.
The best social recruiting strategies
- Employee advocacy – Make employees active on social media. Inspire them to talk about their achievements at work and what they like about the company.