LinkedIn, Facebook, Twitter and many more platforms are having a major impact on the way many companies recruit. Candidates, for example, can identify potential hiring managers and build relationships far in advance of a job actually becoming available. Companies can use social media to identify vast amounts of candidates and promote vacancies to those that appear to be perfect candidates.
However, as occupational psychologists, it’s important to understand that a social recruitment campaign should still involve sound decision making principles in order to find the right person.
What’s happened to the CV?
With 55% of people worldwide now accessing the internet via mobile phone apps rather than computers, it looks like the old fashioned CV and covering letter are becoming a thing of the past. Many well-known brands such as UPS, Nestle and L’Oreal, are choosing to reflect this in their recruitment campaigns. The enormous reach of social media makes it an amazing tool for finding a huge range of candidates not only for corporations but also many growing SMEs.
Social media also holds other benefits in the recruitment process. The ease of which a company can identify a pool of talented candidates can often make many of the costs previously associated with recruitment obsolete. However the sheer volume of replies some companies receive can create major challenges in shortlisting suitable people in a reliable way.
Although social recruitment is an essential time saving strategy for busy companies and clearly an important aspect of future hiring, how is it possible to choose from potentially thousands of candidates without letting a few good ones slip through the net?
Evidence Based Analysis
Before you start promoting a vacancy continue to undertake a thorough analysis of your company, its culture and the demands of the person you are looking to hire. This will help you to use social media to provide highly targeted recruitment campaigns that social networks enable companies to do. At each stage of the process moving forward hiring decisions should relate back to the competencies drawn up at this stage.
Digital technology enables us to integrate fair and objective shortlisting processes at different stages of the recruitment campaign. By relating this process once again back to the original frameworks it will ensure that the profile of the candidate meets the needs of the organisation and the role.
One of the aforementioned challenges of social media is the ability of candidates to have previous relationships with hiring managers that have been cultivated through social media. Although this may show desire and motivation to work for an organisation it does not necessarily make this person the best for the job. At the screening stage a panel should be elected to individually review candidates removing any undue bias from the process.
The use of social media in recruitment is only becoming a more important aspect of the landscape. Not only does it impact on the people strategy but it’s also becoming a fundamental aspect of many organisation’s marketing as well. Ikea’s ‘Assemble Your Career’ recruitment campaign in Australia generated huge interest in the brand through social channels and helped to recruit hundreds of staff. This leads on to further questions on how companies deal with those vast amount of candidates it engages but does not recruit during the campaign. Are these experiences always positive?
Social media is the perfect tool for identifying a candidate pool but when you do so make sure you have a strategy in place to ensure only the right candidates get through.
To find out more about getting the most from your talent strategy contact us today.