Social Media and Recruitment

Social Media and Recruitment

Social Media and Recruitment

As a small business owner, one of my daily tasks is to monitor and post on social media. As I am not a social media expert it got me thinking about how recruiters, HR Managers, and candidates, use Social Media and how is the recruitment process affected by the use of social media. A colleague of mine sent me some research findings (link at the end) which gave me some great insights into how Social Media is used in the area of recruitment.

Below is a list of a few key findings, however, if you get 5 minutes spare it is a really good read for both candidates, HR Managers, and Recruiters.


Key Finding #1

Social media has become an ingrained phenomenon with mass appeal.

74% of professionals maintain a profile on Facebook and it is seen as an indispensable method for connecting with friends and family.

Twitter is also hugely popular, with Google+ and Instagram taking a smaller share of the market.

LinkedIn has become a key resource for professional networking, as evidenced by an 85% take-up rate among job seekers.

69% of employers also have a corporate professional social media profile. 43% of employers have a Twitter feed, and 42% a Facebook account, these are used principally for marketing and promotional activities rather than to appeal to prospective employees.

Both candidates and employers see a clear distinction between personal and professional networks, with most social media sites falling into one category or the other.

Key Finding #2

Some social media channels are widely perceived as an acceptable recruitment channel. In the first instance, recruitment consultants remain the leading option for both job seekers (43%) and hiring companies (49%), followed by job boards and company websites. However over nine in ten candidates are happy to be solicited for jobs via LinkedIn – and over 80% would apply for a relevant job that appears in their profile feed. Employers need to be careful to advertise vacancies using channels and platforms that will attract the best job seekers.

Key Finding #3

Social media is increasingly important to candidates as a method for researching the market. The survey indicated that professional social media has a significant impact on job seekers in shaping impressions of a potential employer. Using professional networks (such as LinkedIn) simply to post vacancies is not enough. Employers must ensure they maintain high quality, engaging levels of content that relate to questions on company culture, employee opportunities and an indication of future plans. Active participation in online groups specific to a particular sector or industry – now used by nearly 70% of job seekers – is also vital to gaining an advantage over your competitors.

Key Finding #4

The survey suggested that most employers take a sensible approach to the use of social media in the recruitment process. A substantial majority of professionals (63%) do not agree that Facebook updates or tweets should be considered relevant to the recruitment process - (Phew I just heard a few potential candidates sigh with relief) - In contrast to this, within the professional social networking space, many employees have purposefully marketed their achievements online to add weight to their paper CV.
The evidence from the survey states that this is clearly valued by employers, with around 60% accessing a professional’s profile at least once during the hiring process. NB) However, while social media can be helpful, it should not be seen to replace or override personal contact, interviews and other established recruitment practices that employers use to assess candidates.

As a Recruiter, HR Manager or Candidate how are you using social media?