Job seekers do their own research. 75% of applicants investigate a company’s reputation before applying for a job, and 62% of job seekers reportedly used social media as a way to assess a company’s employer brand.
But is social media the right tool to hire and is it being used correctly to do so?
Social media sites such as Facebook, TikTok and Instagram have given many organizations a new recruitment tool. According to a 2018 CareerBuilder survey, 70% of employers look at candidate profiles as part of their screening process, and 54% have rejected candidates based on what they found.
However, research suggests that by using this approach, HR managers could be on the wrong side of ethics and the law when evaluating candidates, not to mention that social media is not predictive of performance. .
While posting education, work experience, and extracurricular activities on social media are areas regularly covered by hiring organizations, other areas such as race, ethnicity, disabilities, pregnancy status, political opinions or religious affiliation should not be and could be illegal. to hire or not to offer employment opportunities.
LinkedIn was out of the scope of the search as most criteria posted on Facebook, Instagram would be excluded from the site, one of the most professional social media platforms.
The researchers said that regardless of ethical and legal issues with HR searches, job seekers are advised to “clean up” their social media pages, including problematic content that others may have posted, and to tighten their privacy settings.
They also suggested that job applicants explore other ways to use social media in the hiring process by seeking the attention of machine learning apps used in hiring by offering information on some personality traits that might prove useful in dealing with people once they arrive. Advice.
Job seekers rank social media and professional networks as the most useful job search resource compared to job boards, job postings, recruiting agencies, and recruiting events.
Passive job seekers are people who are not actively looking for opportunities on job boards and career sites, but would consider a better offer. These people don’t check job boards or visit company career sites to find jobs.
There are far more passive job seekers than active job seekers and, according to research, 80% of employers say social recruiting helps them find passive candidates.
Due to the ability to reach both passive and active candidates, social media is also one of the best sources of the highest quality candidates. According to research, 59% of recruiters candidates rated via social media as “of the highest quality”.
Create the right profiles
If candidates create posts that can engage people and start conversations on social media, then you can attract your employers. You should show your talent, knowledge and skills through your posts and try to draw attention to your posts. Following pages, understanding trends, liking things, and connecting with people suggests that you are proactive.
Many employers don’t like to see grammatical and spelling errors in social media profile descriptions, especially when it comes to academic and professional details. Thus, profile descriptions and posts should be free of grammatical errors and typos.