The Impact of Social Media on the Recruitment Process

The Impact of Social Media on the Recruitment Process

Recruiting the right candidate for the right job has been one of the critical parameters for deciding a company’s success; and social media’s intervention has changed the spectrum completely.

Social media for your job hunt Traditional headhunting methods have become buried by social media’s prominence. With over 2 million queries on Google, around 68,000 shares on Facebook and about 100,000 tweets on Twitter every minute, it is easy to see why conventional methods are becoming as unpopular as the London Underground Strikes!

Lets talk about the current recruitment scenario and how it has changed due to the technological advancements and rise to power of social media platforms.

Businesses Differ in their Recruitment Approach

Some companies still use the conventional methods of lining up candidates, such as shop windows, in-house job panels, newspapers or agencies, but undoubtedly, the procedure has gone through a great deal of diversification.

Job interviewAdvertising jobs on company websites is also rampant. This allows the interested candidate to go for profile creation, resume uploading and finally application to listed jobs. Interestingly, many of these sites are now equipped with mobile apps, thereby leading to a wider coverage. Furthermore, there are the job search engines allowing applicants to browse simultaneously through a number of job sites.

With this diversified recruitment strategy, it is clear that job advertisement will indeed take place in different locations. However, organisations are finding it increasingly comfortable to shift to social media, due to the already online presence most job seekers have. Despite this, there is still a market for more orthodox recruitment policies.

A Shift in the Scenario

Currently, a considerable number of job postings are seen on Twitter and Facebook. This is enough of a hint that candidates should preferably follow companies of their choice on these social media platforms. On top of them all is LinkedIn, a professional networking website and the major social media source for companies. It displays peak performance in almost all activities related with sourcing and recruitment.

Both LinkedIn and Facebook offer company pages and for an organisation, it is a perfect marketing and recruitment tool. This platform helps those who are looking for work as well as those who would like to network professionally for insightful discussions. Candidates are both as likely to connect with their company via these platforms as the recruiters are likely to find them themselves. It is changing the dynamic completely.

It has been projected that with the widespread use of online job boards as well as social networks such as LinkedIn, businesses will soon be empowered to conduct recruitment campaigns solely by themselves. This is particularly true for organisations which have powerful brand images as employers.

Tweeting for a jobThe Real Benefits

This revolutionary digital shift has indeed given an exciting time to the recruitment strategists. It would not be out of place here to check out the multifarious benefits that industries have experienced:

  • Social media platforms have helped employers reach candidates at a faster pace and that too, at a lower cost since recruitment activities here are free
  • The different tools that the networking platforms provide make room for target audience engagement. They also play a crucial role in determining the candidate’s cultural suitability
  • It has been observed that through job posting on social networks, the response rate is higher because of less spam
  • Through platforms like LinkedIn or Twitter, the information of an opportunity or opening spreads like wildfire and getting the right candidates become all the more convenient when compared to traditional methods
  • Candidates who usually do not visit job boards can be easily reached. Moreover, due to the high referral rate, the chance of getting suitable candidates is also higher
  • With platforms like LinkedIn, the potential employees may be chosen from amongst connections, followers or people who are the brand’s supporters

As employers, adapting with the technological advancements is essential in optimising their talent searching process. Social media works as an initial contact and somewhat of a background check helping employers gauge whether the candidate is the right one, academically, professionally, culturally and socially. More importantly, with the business world becoming more digitally slanted, the fact that the prospect is utilising the digital technology shows foresight of the direction the industry is heading. The digital advancements not only gives the employer greater power but the prospective employee greater control of being scouted also. It is all up to you!


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About the author

Michael O'Keeffe

A graduate from Fairfield University in New Media with a particular focus on Television, Michael has worked in social media since graduation. His expertise will offer a variety insights into how you can penetrate into the saturated executive job market.

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