Social media and hiring employees,social media manager jobs in chicago,business content for social media,all careers in the world - 2016 Feature

11.02.2015
In part one of our series we defined what a brand ambassador is: someone who has had a genuine employment experience, or life experience in relation to an employee, that they share naturally and with confidence. As you can see from the graphic above, employment branding which includes brand ambassadors is the most strategic part of social recruiting as it incorporates a much largest, more organized and broader recruiting strategy that frankly, goes well beyond a simple job tweet or Twitter Job Card for recruiting.
If European internet users use social networking in general, jobseekers use it even more: 81% of jobseekers have at least one social media profile according to Stepstone. Jobseekers use social networks for a wide range of reasons, the main ones being sharing information, looking at job opportunities and of course responding to friends. HR departments were the pioneers in using social media at corporations, they have since been overtaken by marketing for obvious reasons.
There is however a couple of exceptions to this, in the DACH region of Europe we find that Xing is the leading social network used for recruitment. Organisations are reaching out to social jobseekers and adopting a multi-channel approach, where social is one part of a bigger strategy.
Social media is certainly not enough to meet organisations’ full recruiting needs just yet, only 2% of European job listings are filled via social media. Social media can be a great place to find passive candidates but this research shows that only 26% of companies receive a response to the majority of their contact requests (InMails etc). During the recruitment process, nearly three-quarters of European employers use social media to find additional information about potential candidates during the recruitment process. Organisations throughout Europe have been quick to adopt social media as a communication channel for employer branding. Companies are using social media foremost to explain the employer brand to potential candidates. Compared to the recent US social recruiting study by Jobvite, it’s clear that European companies are lagging American companies in terms of social recruiting adoption.
Social media is a fantastic vehicle for employer branding and I expect to see more activity here by European companies in future. A company can get by doing social recruiting without any extra manpower, but the best in class organisations will have a dedicated team.
Candidates are using social media and they expect to find out more information about an employer and even to apply there in some cases. Candidates should also expect their social profiles to be scrutinised during a hiring process. 1.45 percent of HR decision makers said they use different and relevant social media tools for hiring and the 16 percent said that they are considering to use this enormous social network to hire new talent.
Organisations are getting more sophisticated about using social media when recruiting new employees.


As different social media platforms like Facebook, Twitter, LinkedIn are getting bigger is it has become vital for organisations to integrate their hiring and career processes with different social media networks. Social media is changing the corporate world in general and specially its hiring processes because a massive social network is the place where all the talented lots make themselves available. But at the same time social media is a place where all the blunders are made, organisations must understand the fact that they need to use the correct platforms and techniques for job adverts, for instance an advert on Twitter is very short lived, at the same time LinkedIn and Facebook is the place where all the relevant adverts and job prospects stay for a longer span of time. Social media is the future of corporate businesses, it has an explicit way of introducing people and, with the right technique, it could be used to create efficient connections that will be a source of benefit for the company and for the employee as well, hence providing social mobility. Recruiters are already checking out job candidates’ social-media activity before hiring. According to the survey, 39% of employers dig into candidates on social sites, while 43% said they had found something that made them deep-six a candidate—such as posting inappropriate photos or information, or bad-mouthing a former boss.
Brand evangelism is, simply stated, testimonials and stories that share aspects of your brand with an audience for the purpose of convincing them to your point of view.
They are compelling and born out of real experience, but their real power comes down to just one word, “certainty”.
After all, you already pay them to be there, they have experiences and they are easy to access.
Most organisations have realised they need to have a social media strategy and this year almost 70% of companies have a social media presence, up from less than 50% in 2010.
It’s interesting to note that both customer services and sales are really lagging in social media adoption, two areas where most customers would expect to interact with a company. In Germany it is used by no less than 78% of companies and LinkedIn only comes in third place. It appears LinkedIn will overtake Viadeo soon as the former has increased its market share by 20% in the last three years and the latter has declined by 4%.
Stepstone quote a study by TNS which indicates that the candidate volume generated by social media is lower than other channels, so don’t expect floods of applications to come in from Facebook. Internal sources such as internal applicants, career pages, referral programs and own networking account for 24% of total hires. In summary, this research indicates that social media is relatively ineffective as a job postings channel. The candidates that are most often found via social media are for white collar functions, especially sales and marketing people. Checking social media profiles had a positive influence on the hiring decision in nearly half of cases, but led to rejection of the candidate in a quarter of cases. Most companies are linking their social media to their dedicated careers site in order to drive traffic and applications.


This study found that roughly 50% of companies have no specific budget at all for social recruiting. Today, social media is used as a traditional tool for recruitment, this clearly tells that social media recruitment is not something that people are not aware of.
Companies that do not use social media as their primary tool of hiring justify their reason by saying that they wish to keep the whole process traditional and their concerns over privacy and security.
Employers should not be afraid to use these tools, but they need to consider the potential issues. On the other hand, a worker’s posts on social media could be a potential liability for a company.
Our WSJ algorithm comprises 30% page views, 20% Facebook, 20% Twitter, 20% email shares and 10% comments. Your brand ambassadors are becoming a critical part of your recruitment and overall company marketing strategy. So for once we have interesting social recruiting data which isn’t biased towards the US or the UK. Only 24% of companies are happy with the social media candidate volume according to Stepstone. Other major sources include job boards which help to fill 21% of jobs and even print media fill 10%. About half of job seekers try to find information about future employers through social media, this suggests companies should monitor their employer brand closely there. Only 6% of companies have a social media budget corresponding to more than 10% of the overall HR budget. At the same time the research focuses on how different recruiters and employers use social media in hiring the right people and the implications for the workplace. For instance, increasing the use of social media will require employers to think more strategically about their whole recruitment process and the extent to which it is appropriate and relevant to seek information about a potential employee’s life as part of a fair process. As four out of six people use the web for employment, it is cardinal for organisations to pull up their socks and start considering the benefits of social media and how it can affect both the parties. These stats tend to tick up on a weekly basis but the message here is that most internet users are also social media users. 29% of companies have at least one employee who is responsible for recruitment via social media.




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