- You want to make sure you hire the right people? Then my recommendation would be to put Brite at the top of your list of recruitment companies.
We are now in an age where 1 in 4 people are on a Social Media board, whether that is Facebook, Twitter, LinkedIn etc. Therefore it is
no wonder that employers and 94% of recruiters now turn to Social Media platforms to source candidates. On the other hand it is important for companies to have a good Social Media presence as many candidates, especially the generation born in 90’s will look at a companies Social Media as a background check. A company that has a great Social Media Presence can attract a good young candidate as to them it will look modern and that will appeal to them. Research firm Aberdeen Group says that 73% of 18- to 34-year-olds found their last job through a social network, this therefore suggests that candidates are constantly looking at company profiles, this emphasises the importance to keep them fresh an up to date.
But despite its wide-scale adoption, there are still a lot of mistakes made when it comes to social recruiting. Andy Headworth, founder of Sirona Consulting, which helps organisations integrate social media into their recruiting strategies, thinks many recruiters make assumptions about such channels and fail to do their homework. They also seriously underestimate the amount of time and resource needed. “To start with, it isn’t Monday to Friday, nine to five, it is 24/7 and needs response coverage all the time,” he says.
This is HR magazine’s guide to getting it right. Where to start?
local community. “We have a strong brand, but people don’t always know about our locations so we try to
encourage people at our sites to share and spread updates within their own networks,” he says. “This has resulted in some fabulous engagement and some powerful stories being shared.”
ider sites that aggregate information from people’s profiles and present it in one place.
Bring your mission to life
Adams adds it is vital to “hit the right tone” with potential employees on social media, giving them a real flavour of what it’s like to work for you. “There’s no point in presenting a false version of yourself as a company – that won’t help your new employees,” she says.
02's social recruiting success - (example of where social media recruiting has worked)
It makes use of a wide range of well-known and lesser known sites. Experience is informing the business where best to channel its efforts for specific groups. Twitter is proving extremely valuable for connecting with young people for its graduate, internship and apprenticeship programmes. It is also used for hosting live chats with current graduates and apprentices to give candidates a behind-the-scenes look at life at O2. “In 2013, the traffic on Talentum, our recruitment site for young people, had a huge boost directly from Twitter,” says Adams.
We can conclude that now in 2015 Social Media is very important in all aspects of recruitment. On one side the company can market and sell their company to candidates and candidates can get a feel for the company and decide whether its right for them. On the other side the recruiter can look at candidates profiles and decide whether they would be a good fit for their company. Social media is changing rapidly. We are going from a world of simply tweeting about our cat, periscoping about our lives, to deducing that information to create more impactful and tailored messages. This wave will transform the way we think of social, and hopefully impact the world for the better.