Social media cases employment,albany ny media jobs,careers in journalism and mass communication,marketing positions in boston - Good Point

15.03.2015
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. In terms of parents, parental controls on social media are becoming increasingly important everyday, which is where the social media spy comes in. There's not a single person who chooses to monitor someone's social media activity for no reason. 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. 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. 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.
Not only does it kill productivity at work, social media also contributes to wastage of time and office resources.


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. Many advocate monitoring social media networks to ensure maximum security, and they're not wrong! 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. In some of the worst cases, firms have had to go to great lengths to recover from slander and information leaks originating from their own employees.



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