When it comes to Recruitment, HR personnel often face a nightmare in shortlisting the right candidates. The task is cumbersome and requires a great deal of time and patience to draw insights about the candidate and shortlist him or her. The process becomes more demanding when the Employer is a reputed brand and there is a beeline of resumes. This in turn makes the job more difficult as recruiters have too many profiles to handle.
The role of Social Media has been acknowledged by most of the corporate houses and companies have used it effectively to boost their marketing and sales efforts. Organisations have cashed the benefits of social media to improve the brand image and to lure in customers. But social media can be used extensively to leverage Employer branding as well. We will be discussing Employer branding via Social Media in the later part; first we would take up how Social media can help recruiters in recruiting.
Social Media profiles of aspiring candidates can give away the psychographics of the potential employees, thereby enabling recruiters to unearth key insights like culture-fit. The issues of privacy breach will also be there but Social Media can certainly serve as a key tool in shortlisting candidates. A 2013 online panel survey of HR decision makers carried out for Acas on the use of social media when recruiting staff found that there was limited use of social media among survey respondents (based on 401 respondents in organisations operating across the economy, mostly (79 percent) in the private sector). Only 9 per cent said that they made extensive use of social media when recruiting staff, although 36 per cent of respondents said that they made some use of social media when recruiting staff. Just over 38 per cent of respondents said that they never used social media when recruiting staff. However, 16 per cent of respondents said that although they did not currently use social media in this way, they were planning to do so in the future.
When it comes to employer branding, Social media plays quite a key role. Quality talent is difficult to find and as such instead of the “push” philosophy to acquire talent, social media can draw talented individuals to companies. Aditi technologies did that quite brilliantly and there were a few others who managed to catch the attention of job-seekers. In fine, it can be concluded that Social Media promises of huge potential in the HR domain, although things are in the nascent stage at present. But in the near future, the role of Social Media in Recruitment will be noteworthy and is likely to become a force to reckon.