Social media and Recruitment

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The use of external recruiters as consultants is a widespread method utilized by many firms to locate and source potential external candidates on their behalf. In this case, the specialized use of appropriate methods and technologies becomes more important in the recruiting strategy and tactics of various recruitment consultants (Koch, et al., 2018).  It is critical to undertake research on how recruiters use emerging technologies such as social media in order to better understand their use and utility. Due to the very nature of social media, recruiters may precisely target and find qualified, but passive or semi-passive job seekers, and entice them to potentially alluring career opportunities (Kamran, et al., 2015).


Source: (Costa, 2019)


Numerous additional sourcing opportunities and activities have recently been added because to the enormous rise of social media and Internet capacities and capabilities such as social networking (using connections on social media platforms like LinkedIn, Facebook, and Twitter), flip searching (a process that identifies employees that link to specific Internet sites to search for passive and semi-passive candidates), and online job boards (websites that allow businesses to post job openings and candidates to post CVs) (Muduli & Trivedi, 2020).


Because adverts in popular media or on an organization's website establish a tiny and constrained candidate pool, there is a small probability that they will attract the top candidates (Muduli, et al., 2020).


Recruiters can publish job adverts on social networking sites such as LinkedIn, Facebook, and Twitter to encourage a wide range of possible candidates to readily access and apply for such openings. This allows recruiters to find and screen potential job applicants, even if they do not apply. Organizations and recruiters are realizing that (Koch, et al., 2018), as compared to traditional recruitment approaches, embracing social media can help them locate and contact more and better candidates faster and at a lower cost. It has been discovered, in particular, that there is a direct correlation between using LinkedIn and your ability to uncover and recruit passive candidates.

By utilizing social networks for recruiting, it is feasible to have access to a huge number of prospects who are immediately available at any time. LinkedIn, for example, currently has 3 million vacant vacancies. Furthermore, employing social networks allows for this access at a decreasingly expensive cost (Muduli, et al., 2020). Recruiters can access a highly sought-after pool of superbly qualified but disinterested candidates via social media. As a result, it is unsurprising that companies and organizations regard social media and networks as enticing recruitment tools. When implemented effectively, these platforms provide companies with a competitive advantage in fulfilling their employment objectives. Using social media platforms for sourcing has clearly become the norm in the recruiting market, and recruiters believe that using social media helps them uncover applicants of higher grade. In fact, 93% of recruiters use social media to help them fill vacancies (Melanthiou, et al., 2015).

Several factors influence the use of social media in recruiting. Jindal and Shaikh (2014) discovered that 37% of job opportunities are announced via tweets or alerts, and 50% of recruiters use specific social media platforms for free job posting in their study on how recruiters use social media for advertising (e.g., Facebook). Furthermore, 30% of recruiters build a database of followers and/or supporters through frequent updates, and 18% use social media job search engines to post job vacancies and receive CVs and application forms on behalf of a company. Surprisingly, only 7% of recruiters use it to assess the fitness of potential candidates' social media profiles (Siddiqi & Alam, 2016).

The natural conclusion from this is: Which social networking sites are the most useful to use?

Facebook is the most popular and ineffective channel for recruitment, while being the largest social media network globally. Jobs placed on LinkedIn receive twice as many applications per job announcement and earn more views from prospective employees than jobs advertised on Facebook, Twitter, and combined. When it comes to hiring, LinkedIn is by far the most popular social network (Muduli, et al., 2020).



 

Source: (Bamokarh, 2017) 

Over 95% of recruiters who use social media in the recruitment process use LinkedIn, compared to 66% who use Facebook and 52% who communicate with candidates on Twitter. Recruiters that use LinkedIn more frequently in their sourcing do so because they have had more success with it. Staffing and recruitment are the industry with the most LinkedIn connections. LinkedIn is generally used to locate candidates for senior (87%) and middle management (80%) positions, although it is rarely used to identify candidates for entry-level positions (8%). These studies demonstrate LinkedIn's utility in the hiring process (Koch, et al., 2018).

 

References

Kamran, A., Dawood, J., Hilal, S. . B. & Kamran, A., 2015. Analysis of the Recruitment and Selection Process. Proceedings of the Ninth International Conference on Management Science and Engineering Management, Volume 362, pp. 1357-1375. .

Koch, T., Gerber, C. & Klerk, M. D., 2018. The impact of social media on recruitment: Are you LinkedIn?. SA Journal of Human Resource Management, 16(1).

Melanthiou, Y., Pavlou, F. & Constantinou, E., 2015. The Use of Social Network Sites as an E-Recruitment Tool. Journal of Transnational Management, 20(1), pp. 31-49.

Muduli, A. & Trivedi, J. J., 2020. Recruitment methods, Recruitment outcomes and Information credibility and sufficiency. Benchmarking An International Journal.

Muduli, A., Trivedi, J. J. & Pingle, S., 2020. Social Media Recruitment and Culture: An Empirical Study. International Journal of Indian Culture and Business Management, 22(3), pp. 364-380.

Siddiqi, H. & Alam, A., 2016. Social Media and Recruitment. Perspectives in Language, Linguistics and Media, pp. 25-33.

 

 


Comments

  1. Virosha AriyawanshaSeptember 16, 2022 at 8:33 PM

    Sourcing for candidates via social media platforms is very cost–effective compared to traditional methods of recruitment. As a matter of fact, creating a social media account is free. Traditional recruitment methods require a firm to be paid a premium to advertise through traditional media channels (TV, billboard, newspaper or magazine) and hope that a large number of candidates will see the job advert. The internet and social networks have played critical roles in
    business functions and operations. Therefore, using social media to recruit candidates provides a
    company with a competitive advantage over other firms that do not use social media recruiting.
    Social media recruiting portrays a business as tech-savvy and dynamic to emerging trends (Emanuela, 2018).

    ReplyDelete
    Replies
    1. Saleem Mutaliph September 18, 2022 at 10:18 PM

      Hi Virosha , Adding Further to your comment , Another particular aspect to consider is the knowledge about potential data bias that has been shown to be quite relevant in a number of important Al applications and discussed several times in the press. For example, in a hiring project at Amazon cited by (Hill 2019) which tried to predict candidates' quality by analyzing past candidates' performance, data is never neutral and can be biased. In Amazon's case, the current dominance of male employees leads the algorithm to downgrade potential applications from female candidates, perpetuating an unwanted lack of diversity and potentially lacking great female talent. The tool has never been put to work (Canals and Heukamp, 2019).Another particular aspect to consider is the knowledge about potential data bias that has been shown to be quite relevant in a number of important Al applications and discussed several times in the press. For example, in a hiring project at Amazon cited by (Hill 2019) which tried to predict candidates' quality by analyzing past candidates' performance, data is never neutral and can be biased. In Amazon's case, the current dominance of male employees leads the algorithm to downgrade potential applications from female candidates, perpetuating an unwanted lack of diversity and potentially lacking great female talent. The tool has never been put to work (Canals and Heukamp, 2019).

      Delete
  2. Sithija HewageSeptember 17, 2022 at 3:52 AM

    Nice article Saleem, in addition to this the profile of an organization is often a candidate’s first interaction with the organization, so it should be inspiring. The more an organization can show off its brand and values, the easier it is for candidates to engage with the enterprise and determine whether or not the organization might be an excellent fit for them (Lock & Reilly, 2018)

    ReplyDelete
    Replies
    1. Saleem Mutaliph September 18, 2022 at 10:25 PM

      Thanks for the comment Sithija , Adding further The study points toward a fundamental new approach to recruitment communication. The application of a Web 3.0 strategy entails what we term an open source recruitment strategy and a redirection of employee focus from work life to private life. These insights point toward ontologically challenging the basic assumptions of employees, work life and the employing organization (Helle Kryger Aggerholm and Sophie Esmann Andersen ,2018)

      Delete
  3. Isuri PinnaduwaSeptember 17, 2022 at 11:44 AM

    Agreed, We can now see a change in recruitment methods throughout the years mainly influenced by socio-economic circumstance, as well as development and technological influence. Although the recruitment industry has progressed from hand-written CVs and walk-in applications, the industry remains ever-changing. Since 2010, more people are using social networking sites to recruit staff as well as apply for jobs. Personal branding has taken centre stage, and social networks are ever-present and expanding. Recruiters now have access to millions of professional profiles with the click of a button (Gerome, 2018).

    ReplyDelete
    Replies
    1. Saleem Mutaliph September 18, 2022 at 10:28 PM

      Thanks for the comment Isuri, in addition Data were gathered in a simulated job search process in which final-year students looked for an actual job posting and later visited an actual organization's social media page. In line with our hypotheses, results show that the perceived social presence of a social media page was indirectly positively related to attractiveness and word-of-mouth through its positive association with perceived organizational warmth (Journal of Vocational Behavior,2019)

      Delete

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