Tuesday, November 19, 2013

Social Media Recruitment in new age organizational setting


Every organization knows that having in-house talent is nothing less than a competitive advantage today. Believe it or not, the success of any business is dependent on hiring or not hiring a star performer. For years, staffing executives have been using a variety of perspectives to evaluate talent. In hope of finding right candidates, many organizations have even turned their heads to Recruitment Process Outsourcing.

A recent study revealed that organizations using Recruitment Process Outsourcing (RPO) services experience increase in new hire retention rate and reduction in cost per hire. From sourcing to onboarding through RPO expert, an organization can avoid painstaking process and can ensure that hired candidate is a right fit for the organizational team and culture. Social Media Recruitment is one of the modern age recruitment models that has been used by RPO experts and organizations for great success rate.

Recruitment through social media

There was a time when traditional recruitment (in form of newspaper recruitment ads) was widely accepted. When internet revolutionized the world, Social Media Recruitment emerged. Today, using social media, jobs can be posted directly targeting intended audience. Beyond one page resume, social media profile may get employers more details on the candidates. This way, candidates’ interests and potentials can be analyzed way before face to face interviews. Candidates can also join the company's community pages to get news and updates via subscribed feeds. Thus, potential employees can also be educated on the company's operations and culture prior to the interview.

Facebook, LinkedIn and Twitter are now the most used social media platform depending on industry, location and hiring needs. Starting group discussions, especially on LinkedIn can earn one enterprise appreciation for human resource policies and associations with potential candidates. With a growing number of social media platforms, it's also imperative to recognize the strengths and weaknesses of each channel as a recruiter.

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