How Is Social Networking Effective For Recruiters?
How much social media or networking helping organizations to hire talented people? We find many recruiters nowadays effectively using social networking for hiring the best people for an organization. Now the question which needs to be answered is on whether this social networking can replace other recruiting tools.
How much social media or networking helping organizations to hire talented people? We find many recruiters nowadays effectively using social networking for hiring the best people for an organization. Now the question which needs to be answered is on whether this social networking can replace other recruiting tools.
The recruiters of today find social networking very attractive and the best way to source and hire people for the organization. But we still need to find out the true potential which lies in using social media for recruitment.
Many recruiters have benefited a lot by using social media and networking to hire people for an organization. However, will it be successful for everyone, needs to be debated and discussed. Organizations still wants to gain confidence before moving from old conventional tools to consider social media approach as one of the best available remedies in the market today.
On the social circuit people work or interact with different mindsets. Let us see how these affects the social networking arena.
What does the recruiter or hiring person thinks:
The hiring consultant is confident that as soon as he joins any social media site he is definitely going to get an access to an immense pool of talented professionals. On the various communities or specific networking groups he is confident to find people related to his industry or market. To check whether this statement is true we have to analyze what people want or think when they interact with one another on the social arena.
Psychology of the People joining Social Media sites:
People look forward to stay in touch and connect with their friends. Most of the people interact through various social mediums to build strong and long term connections with their offline friends. They also look forward in gaining value by sharing information and their networks with others. Most of the individuals talk about their personal lives and very few indulge in career related activities or sharing their future aspirations with others. There are various dedicated sites on developing great career prospects however for our current discussion, I would like to keep them out of it.
The conclusion which can be deduced from this is:
The size of an individual's network is very small if we compare it to the total connections strength.
Women are more receptive to any post in comparison to men. A man will hardly talk to 4 people at a time while women might be hovering above 6. It would be alarming to see that individuals are apprehensive in talking to people sharing same profession or interests. The information which is exchanged online is more related to people's own lives rather than any other fruitful knowledge. Individuals restrain from sharing information regarding their job or work online which does not help in analyzing their correct professional details. Further no comments can be made on a person's performance or skill sets.
Whether the social media tool will be successful in adhering to the corporate guidelines is still a question which is open for discussions. In order to extract benefits out of this system, we need to eradicate the obstacles at the ground level.
Shady sides of Social Networking Arena:
We seldom find individuals on the social arena talking about their professional qualifications or career interests. We are able to locate where an individual is working however getting information beyond that is not possible. A recruiter then uses the available information to shortlist candidates. There are at times when he has rejected candidates because in their photographs they were not looking good or were involved in drinking and partying. In such a case the likelihood of rejecting a good candidate is pretty high. The real danger in this is that someone will include or exclude a candidate for no good reason.
Information on checking the Candidate's whereabouts:
Assuming that a recruiter has finally shortlisted few candidates based on his assumptions and information provided on a networking site. The challenge lies here is on the verification of information collected to assess an individual's background. There are very few resources like LinkedIn to rely upon to confirm the details shared by an individual in his profile. It is advisable to be more cautious on relying on social media at this point.
Recruiters need to really work hard on totally relying on social media to be the best solution for sourcing and recruitment for organizations. There has to be a certain change in the information shared at these sites which can be utilized by potential organizations or recruters for their benefit.
How much social media or networking helping organizations to hire talented people? We find many recruiters nowadays effectively using social networking for hiring the best people for an organization. Now the question which needs to be answered is on whether this social networking can replace other recruiting tools.
The recruiters of today find social networking very attractive and the best way to source and hire people for the organization. But we still need to find out the true potential which lies in using social media for recruitment.
Many recruiters have benefited a lot by using social media and networking to hire people for an organization. However, will it be successful for everyone, needs to be debated and discussed. Organizations still wants to gain confidence before moving from old conventional tools to consider social media approach as one of the best available remedies in the market today.
On the social circuit people work or interact with different mindsets. Let us see how these affects the social networking arena.
What does the recruiter or hiring person thinks:
The hiring consultant is confident that as soon as he joins any social media site he is definitely going to get an access to an immense pool of talented professionals. On the various communities or specific networking groups he is confident to find people related to his industry or market. To check whether this statement is true we have to analyze what people want or think when they interact with one another on the social arena.
Psychology of the People joining Social Media sites:
People look forward to stay in touch and connect with their friends. Most of the people interact through various social mediums to build strong and long term connections with their offline friends. They also look forward in gaining value by sharing information and their networks with others. Most of the individuals talk about their personal lives and very few indulge in career related activities or sharing their future aspirations with others. There are various dedicated sites on developing great career prospects however for our current discussion, I would like to keep them out of it.
The conclusion which can be deduced from this is:
The size of an individual's network is very small if we compare it to the total connections strength.
Women are more receptive to any post in comparison to men. A man will hardly talk to 4 people at a time while women might be hovering above 6. It would be alarming to see that individuals are apprehensive in talking to people sharing same profession or interests. The information which is exchanged online is more related to people's own lives rather than any other fruitful knowledge. Individuals restrain from sharing information regarding their job or work online which does not help in analyzing their correct professional details. Further no comments can be made on a person's performance or skill sets.
Whether the social media tool will be successful in adhering to the corporate guidelines is still a question which is open for discussions. In order to extract benefits out of this system, we need to eradicate the obstacles at the ground level.
Shady sides of Social Networking Arena:
We seldom find individuals on the social arena talking about their professional qualifications or career interests. We are able to locate where an individual is working however getting information beyond that is not possible. A recruiter then uses the available information to shortlist candidates. There are at times when he has rejected candidates because in their photographs they were not looking good or were involved in drinking and partying. In such a case the likelihood of rejecting a good candidate is pretty high. The real danger in this is that someone will include or exclude a candidate for no good reason.
Information on checking the Candidate's whereabouts:
Assuming that a recruiter has finally shortlisted few candidates based on his assumptions and information provided on a networking site. The challenge lies here is on the verification of information collected to assess an individual's background. There are very few resources like LinkedIn to rely upon to confirm the details shared by an individual in his profile. It is advisable to be more cautious on relying on social media at this point.
Recruiters need to really work hard on totally relying on social media to be the best solution for sourcing and recruitment for organizations. There has to be a certain change in the information shared at these sites which can be utilized by potential organizations or recruters for their benefit.
Author:
Learn more about social networking for recruiters. Stop by Amit Bhagria's site where you can find out all about social networking tools and what it can do for you.