Workforce in any organisation belongs mainly to Generation X and the Millennials (those between 23 and 53 years of age). Hence they are the main target of any recruitment effort. It is no revelation that these generations are internet savvy and are very active on social Media. So, where will prefer to look for the right talent? Obviously, where it abounds namely, on the social media. Recruitment through social media is usually referred to as Social Recruiting. There are many advantages of this mode of recruitment. Some of the main ones are discussed below.
- Social media has a vast reach. Your requirements are, therefore, more visible to the target audience vis-à-vis any other medium. Some of the platforms like Linkedin, twitter, Facebook, have millions of members from varied social and professional backgrounds. The members create groups to bring together people with similar interests, professions etc. You can enrol your organisation in group(s) best suited for your organisation. The company profile should be honest and elaborate enough to include company history, culture etc. Your advertisement can be uploaded on various job portals with links to your social media page as well as your website. Your social media page will not be viewed only by those looking for a job but may also attract those who are already working. They may like the offer and your culture enough to want to switch over. Thus you will have a much larger population of aspirants to choose from.
- Social media is as excellent platform for people to express their opinions. People comment on various aspects of their personal, professional and cultural lives. The HR team can scan through the social media posts of the prospective employees and short list the ones who would easily fit into the social and cultural setup of the organisation. This helps in minimising the adjustment issues of the employee after recruitment.
- You can effectively use social media to build your brand image as a long term strategy. You can encourage your employees to post comments on the work environment, culture etc of your organisation, talk about various social and cultural events in which your organisation participated. Post photographs of the events etc. This is an excellent way of attracting the right talent to the interview table. Not only this, this greatly reduces the induction time of an employee who finally joins you. This means saving time and effort of the organisation as well as the new recruit.
- You can interact with the prospective candidates on social media. This can be in the form of questions and answers or interaction on topics of common interest. This will provide you a better insight of the individual’s personality and traits. This is like the period of courtship of a young couple before marriage. This will help you to zeroing on to the people, most suited for the job. You can then have a formal interview to make the final selection. This will reduce the chances of wrong selection and loss of time effort and revenue on the failed effort.
- Last, but not the least, recruitment through social media shortens the actual process time of recruitment considerably. It is, therefore, cost effective as it saves time and effort vis-à-vis the other modes.
The effectiveness of recruitment through social media will, of course, depend on the visibility of your organisation on the social media and how well has the recruitment been planned and advertised.