Social media and hiring process,find careers that suit you,now hiring in nyc,job description for social media marketing manager - Easy Way

09.10.2015
As I mentioned in the first post in this series, social media, in my opinion, is the most misunderstood and popular tool for candidate recruitment used by recruiters to date. It’s easy when we look at social media and listening for employers to take the easy path. Below, is our Hire-archy of Social Recruiting that outlines the basic needs when and steps when it comes to social media for recruitment. Social listening is a very passive approach to social media where conversations and monitored and employers are aware but maybe are unsure how to handle these conversations are happening. As the use of social networks, mobile and the Internet continues to grow in importance in our everyday lives, I believe that sourcing for candidates is here to stay.
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. With regards to the last couple of questions, employers received some clarification via the National Labor Review Board’s (NLRB) recent decisions on social media policies in the workplace.
Unfortunately for talent management professionals, there has yet to be any such federal guidance on social media for a critical HR function like hiring. That said, a majority of employers do actively use social media as part of their recruiting function.


The practice is even more entrenched at larger employers (500+ employees), with 73% utilizing social media sites for talent acquisition.
When it comes to social media background screening, however, employers tend to be much more cautious.
Far and away, Facebook is the most popular site for employers using social media for background screening, with 83% incorporating it into their employment screening process. At least part of this reluctance is not just due to the lack of clear regulatory or case law guidance on the practice, but can also be attributed to employers wanting to steer clear of thorny issues like discrimination and invasions of privacy. Given these concerns, HireRight asked the employers who were using social media as part of their background screening effort if they have a company policy to govern the process.
Without any guidelines governing how social media background screening is conducted, what information can be used in the hiring decision, and how to verify information, organizations risk exposing themselves to a variety of potential liabilities and may be inappropriately limiting their candidate pool based on subjective criteria. We see social as an employment screening tool, a form of candidate knockout question as part of the employment process.
While social sourcing is a more advanced strategy when it comes to social media, social screening falls within the most foundation stage of social recruiting, Social Listening. While employers are waiting or taking time to develop a formal policy, strategy or approach, it’s right to assume that social screening is likely already happening. Outside council doesn’t often take the time to really understand how the law impacts HR or a hiring manager. Paint a picture, speak frequently, and over communicate the perils, pitfalls and benefits of using social media in the hiring and employment process. Corporate recruitment teams who use sourcing as a funnel to open requisitions and talent communities will be at a distinct advantage against their competition as long as their company cultures and organizational values support such aggressive candidate recruitment strategies. 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.


As adoption rates of social media continue to cross generational boundaries and new sites emerge, employers are struggling to remain ahead of the curve and better define how their organizations use social media. Therefore, employers are still not entirely certain about social media’s role in the process. In HireRight’s 2013 Employment Screening Benchmarking Report, 54% of respondents indicated that they use social media for recruiting, with another 7% planning to do so. The data indicate a slight growth from 2012, when 50% of respondents indicated they use social media for recruiting.
Only 14% of respondents to the survey reported that they use social media for background screening purposes, with 7% planning to do so. LinkedIn (68%) and Google+ (32%) were the second and third most popular sites, respectively. Make them understand the difference between Internet sourcing and social media background checks as part of the hiring and employment process. True sourcers are invaluable to the hiring and recruitment process while also separating the use of social media from the recruiter or hiring manager so that they are not influenced by the candidate’s online profile information even unconsciously. 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. The numbers indicate a marginally declining year-over-year trend, since in 2012, 15% of employers were using social media for background screening and 9% were planning to do so.
The information they share is available to nearly anyone providing a timeline of interests, comments, events and a stream of conscious for those with good intentions as well as bad. 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. It’s the hiring managers and those participating in the interview that present the greater employment law and discrimination risk for your employer. When it comes to using social media as part of the hiring process, it depends on your employer’s overall hiring and recruitment strategy.



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