12/20/2012 8:27:00 AM by Bluegrass Studios
Productivity in an organization is measured in terms of efficiency, potential and dedication. Companies invest in the hunt for talent to derive these characteristics from the people who are hired. Everyday millions of profiles are uploaded on recruitment sites across the internet. Even with this staggering number of profiles, companies face a scarcity of specific skills and talents.
Corporate investment patterns have changed a lot after globalization found a companion in digital media. Companies are now enjoying a high Return on Investment (ROI) and profits with lower investments on talent sourcing and HR management. Decreased expenditure on recruitment with the current advent of social media recruitment is positively affecting the bottom line.
Most organizations invest considerable sums of money on hiring new employees. Hiring skilled candidates is a serious concern for an organization. Time consumption on new labor is the next challenge for traditional recruitment. So as an effective alternative, companies opt for social media platforms to solve this recruitment dilemma by recruiting employees after a meaningful conversation on capabilities and expertise.
A trending concept today is the high number of recruits obtained from social media platforms. This is now the smartest way to recruit, because a majority of the target job seekers have their presence on at least one social media platform. You could be conversing with your next employee because time spent on social media websites like Facebook, Twitter, and LinkedIn, etc., is on the rise.
But, there are times when data on social media sites may be misleading to a new recruit, or on the other hand, to an HR executive looking for a new employee. So, social recruiting does have a few disadvantages for those with recruitment as the priority:
•Specific resources could be a hard target
•Quality of talent is suspect
•New geographies and new cultures
If we look at the setting of social recruitment from a job seeker’s perspective, there are different issues which come to light. Candidates expect appropriate and trustworthy job information from a given job post on a social media platform. However there could be issues:
•Lack of Trust:Candidates feel unsafe to trust in the job details published by a company which isn’t popular
•Failing to Maintain Genuine Content: Corporate news and shared / re-tweeted articles are also available on other websites, not related to the original social media property of a company. The potential candidate may lose interest because of the lack of genuine, insightful and original content
•Lack of Time: Working candidates do not have a lot of time to search for a new job. They generally ignore irrelevant job information and sifting through information through job boards to find new jobs may not be the best alternative
•Lack of Discretion: As sociasl media sites are free and public domains, employers are likely to ignore the importance of appropriate contact details for candidate reference
•Transparency: Advertising the jobs on social media sites lack the transparency and may contain partial information about the job role which creates confusion in potential candidates
Companies can derive maximum benefit from targeted social media campaigns aimed at recruitment. The ease of accessibility of social media now assists your recruitment strategy in many ways.
So take the initiative, launch your social media recruitment drive today with these pointers:
•Add value to your company profile with employee testimonials
•Create and be a part of conversations between potential candidates. A virtual group discussion gives you an idea of the ideation going on in your employee’s mind
•Fuel recruitment by rewarding referrals through social media
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