Social media platform support on recruitment

 

(Source: Daniela Costa, 2019)

Recruitment with social media platform

According to Rob Franklin et al (2009:114) the presence of the internet brings its own impact on the business world and media institutions, including the world of public relations. In addition, in the world of business and public relations, it also has its own impact as a new communication channel in dealing with the public.

Online recruiting is all about qualified candidates and building relationships with them. And social media is an online gathering place to express ideas and interact with one another. Sites like LinkedIn, Facebook, Twitter, and several others offer recruiters incredible opportunities to connect with candidates – many of which would never have been discovered through traditional sources.

Employee selection can also use platforms such as Zoom, Gmeet, MS. Team etc, the HR team will select job applicants by conducting short interviews or pre-interviews by telephone or via teleconference (Nurhayat, W., 2020).

(Source: www.instagram.com/massumbiri)

The way of recruiting using social media 

a. Take a soft approach and promote your culture. Social media recruiting goes beyond posting open roles from company accounts. You should also share content that shows your company is a great place to work so you can organically attract candidates. People love talking about companies with unique cultures so this type of content often gets a lot of shares.

b. Involve every employee. You likely have some social media power users in your workplace. Encourage your entire staff to share openings and, in general, be an evangelist for your brand on social media. Some companies have strict social media rules but allowing your employees to talk about their work experiences in a responsible manner can pique the curiosity of a potential candidate.

c. Help your recruiters grow a social media presence. Corporate accounts can only accomplish so much. Individual recruiters can make person-to-person connections with candidates but should first know social media best practices and use their accounts on a regular basis.

The benefits of social media recruitments 

a. See talent and passion firsthand. Many people use social media to make it known they love their careers. You can find passionate people and learn what amazing work they’ve done and creative ideas they have.

b. Get resumes details without a resume. On LinkedIn, and to some extent Facebook, you can view a person’s complete work and education history. You’ll know if a candidate has the experience the role calls for before you reach out to them.

c. Showcasing company’s culture. Social media allows to learn what a person’s hobbies are and even conclude what sort of personality they have. We can find candidates who are skilled and will also be a good fit for our workplace.

d. Saving money. Unless you promote job openings through paid campaigns, social media recruiting are completely free.

Conclusion 

Recruitment has undergone major changes in the digital age we live in. The way companies hire has evolved over the years, mainly because of the technological advances the world has witnessed. These advances have motivated companies to change the way they communicate and employes, as the internet has become a huge platform where information and news are updated every second. Therefore, social recruiting is an easy strategy to implement and there are many benefits in using it. The following are examples of social media platforms that millennials often use to find work:

(Source: www.instagram.com/massumbiri)

References 

Costa, D., 2019. Skeeled Bog. [Online]
Available at: https://www.skeeled.com/blog/social-recruiting-what-it-is-and-why-you-should-use-it?hs_amp=true
[Accessed 10 August 2021].

Foulkes, F. K., 1975. Harvard Business Review. s.l.:March-April 1975.

Franklin, R. et al., 2009. Public Relations. London: Sage Publications Inc.

 

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