Social Recruitment : Social media effect on HRM

 

Introduction

Social media is a relatively new and rapidly growing phenomenon that has yet to be fully explored, especially in terms of its impact on Human Resources Management (HRM). Over the last decade, the impact of social media has drastically increased in every sector. It affects social, political, cultural, and religious aspects, and both the pros and cons of this engagement can be observed. Therefore, it is crucial and timely to discuss the direct and indirect effects of social media on HRM in depth.

Why use social media for recruitment?

Employers are left with no other option but to incorporate social media into their recruitment strategy as job seekers are increasingly relying on technology to find jobs. According to the "2021 Future of Recruiting Study" by CareerArc, 86% of job seekers use social media in their job search. The study also highlights that Facebook, review sites such as Glassdoor, and LinkedIn are the top three platforms that workers use to gain information about potential employers.

Organizations can increase visibility by using social media channels. This allows recruiters and HR managers to highlight their positive corporate culture, great benefits, or a strong promote-from-within policy. According to the "2022 Job Seeker Nation Report," 39% of job seekers find job openings through social media sites such as LinkedIn and Facebook.

Which social media platforms to use and how

For many recruiters, LinkedIn remains the center of their social media universe. Recruitment platform vendor Social Talent found in one of its global recruiting surveys that 98% of all recruiters use LinkedIn.

Social media applications and services have gained immense popularity over the years, and organizations are increasingly leveraging them in different business functions. One such function is human resource recruiting, which has stepped into a new era of social recruitment. Talent sourcing plays a critical role in any organization as recruiting competent individuals with the right skills for the right positions helps organizations achieve their vision, mission, and objectives.

How to perform social Recruiting

Outside of day-to-day personal use, social media can offer the platform to boost a job seeker’s professional online presence, help recruiters/employers find the right talent with the right fit and generally aid the recruitment process. This can be performed through.

• Identifying potential candidates on LinkedIn.

                   

Examples of notable social media recruitment strategies

Social media recruitment campaigns recognized by various organizations, including HR and recruiting associations, as well as software vendors, include the following:

• ADP won for best social careers channel in the 2021 Rally Awards, in part for its 12% increase in application clicks from organic social posts.
• U.K.-based recruitment agency Zenopa won the 2022 award for innovative use of social media in the recruitment process from Onrec, a daily recruitment and HR news business. It won for an apprenticeship video.
• UPS has been recognized as an early adopter of social media use in recruiting, promoting its own stories on various channels, as well as its own website.

• Sending a potential applicant a direct message on Facebook.

• Tweet links to available positions, and include relevant hashtags to build long-term cohesion.

• Post employee photos on your organization’s Instagram account with a message encouraging others to join your team, apply for open positions (with links), or add their resume to your recruiting pool.

• Creating videos to share on YouTube, Facebook, or Instagram pages that highlight and outline your organization’s culture.

                                 Sources: Social Media Recruiting Statistics and Future of Recruiting Study

Advantages of Social recruiting.

1.     Increases job visibility. 
2.       Higher quality candidates. 
3.       Better employer brand awareness. 
4.       Reduce cost of hire. 
5.       Opens the door to engagement. 
6.       Allows you to target your vacancies more. 
7.       Screen your candidates. 
8.       Shortens hiring time...

Conclusion

All the above advantages are evidence that social recruitment is far better than the Traditional Recruitment process. All the businesses are directed towards an eventual goal of High Financial benefits. Hence the most cost-effective and efficient requirement method will fulfill the stakeholder's aspects. Hence it is proved that social recruitment is the best way for HR hiring.

Reference  

Video available at  https://youtu.be/VA1jE2jziVo

Tech Target by Mary K.Pratt Patrick, Thibodeau, Emma Snider, Available at  

https://www.techtarget.com/searchhrsoftware/definition/social-recruiting  Accessed on 20/10/2023

Evaluating Effective Use of Social Networks for Recruitment by Malmi Amadoru and Chandana Gamage  (June 2016) Available at  https://www.researchgate.net/publication/303704406_Evaluating_Effective_Use_of_Social_Networks_for_Recruitment#:~:text=Social%20media%20applications,is%20important%20for

Image  available at https://www.google.com/searchq=social+media+recruitment+images+for+hrm&tbm

sca_esv=575552500&rlz=1C1LOQA_enLK1076LK1077&q=charts+for+social+media+recruitment

https://blog.gaggleamp.com/social-media-recruitment-trends  By Akshat Biyani Nov2022