In the digital age, it’s only natural that traditional methods of recruitment are falling by the wayside in favour of modern alternatives: for one, social media is providing new means for recruiters to source candidates and for job seekers to access the market.
Most businesses have an online presence, and it’s become a priority for business leaders to consider the impact social media can have on brand success, which includes recruitment practices – namely, how to attract the best possible talent to their organisation.
Some companies will advertise roles solely on their website under a ‘careers’ tab, promoting vacancies directly through their social media channels. Communicating directly with candidates is an advantage for companies who wish to move through the process quickly (but only if it’s handled efficiently by a HR department).
Being able to filter the information to the sectors and roles you’re interested in is one of the benefits of conducting searches online. On platforms such as Facebook, Twitter and LinkedIn, job searches can be focused, relevant and current due to using filtering, hashtags and tags.
As some companies are not equipped with the means for time-effective applicant screening, there are increasing numbers outsourcing their recruitment as a means of sourcing valid candidates. Here at NRG, specialist recruiters work in major industries to find candidates the perfect role.
If there’s a job you’re interested in, there’s typically a wealth of information available online to aid your application, from the history of the company, their core values and goals, current employees, valuable insights, and more. Preparing an application with this information at your fingertips is immeasurably helpful and makes it possible to cater your application to the company’s philosophy.
Moreover, checking the company’s social media to see what they’re posting and the types of content they’re engaging with provides a more comprehensive vision of the business that can set you apart in the application process if you use that knowledge to your advantage.
If there’s a role you’re aspiring towards, being able to look through the required qualifications and skills is tremendously helpful. Listing precise requirements can narrow the scope of recruitment but it also means job seekers are aware of the criteria and what skills can be built upon in order to succeed in the field. As a result, companies are turning to social media to engage with candidates as a more productive means of attracting talent.
Online platforms have made it possible to source the most suitable candidates through built-in screening processes so if you have a strong application the likelihood of it getting noticed is high. For recruiters, it’s easier than ever to disregard a poor application which is why understanding this application process makes it possible to sidestep red flags.
Social media as self-promotion
Social media platforms are a fantastic way of marketing yourself to prospective employers. By optimising your LinkedIn account, employers can view your career history and achievements; it’s simultaneously a way to set a positive first impression.
Similarly, if there’s a role you’re interested in, searching through profiles that match your ideal job is a useful way of seeing the qualifications and journey that lead people to those levels of success. Less traditional career paths are becoming the new normal, and inspiration can be found in many places.
Not only is social media a fantastic way for both hiring managers and candidates to connect, it’s a great way to ingratiate yourself within your industry of choice. Eventbrite is a popular platform for organising events, from seminars to networking lunches, and attendance can lead to valuable connections and industry insights. After the event, make sure to connect on LinkedIn and begin building your professional network.
First (and lasting) impressions
Even if hiring managers are not recruiting directly through their website or social media, it can be an integral part of the hiring process: recruiters will likely vet a candidate through their digital presence. Consequently, it is necessary to consider the public accessibility of your social media accounts, especially if your personal profiles contain content you wouldn’t want a potential employer to see.
Creating separate professional profiles is a way of directing potential employers to your CV and controlling your online persona. LinkedIn is a good place to start: create a professional profile to highlight your achievements and goals.
Using social media platforms for recruitment purposes is becoming the go-to method for many job seekers, whether that’s scoping out what jobs are currently available, conducting company research, creating an application, or finding networking opportunities. Knowing how to navigate your way through this changing digital landscape is invaluable as more companies turn to online methods of recruitment.
At NRG, we post vacancies on our website and social media channels and make the application process simple. Even if you’re not sure where your CV will take you next, our team of consultants are able to help narrow down your search. Get in touch today.