Depending where you ‘hang out’ in social media, you may be hearing a lot about social recruiting. It makes sense, after all, that a self-described ‘social business’ would extend its social influence into recruiting and hiring. There are varying degrees of using your business’ social influence in attracting, assessing, interviewing, and hiring talent. You might consider such factors as the role or position you’re recruiting for, the experience level that you wish to attract, and the availability of the proper tools to support the job application process.
Your business’ social footprint is a consideration, too. Like with communication and marketing, it helps to have a clear and consistent employer brand on visible social media channels to realistically expect to attract top talent in this manner. This may or may not be an issue of size and staffing in your organization. We submit that it’s more about what and where than it is about who and how many.
We are inevitably surprised that even on ‘traditional’ social channels (such as LinkedIn) that interest in advertised positions is first met with the request to ‘send your resume.’ So what we hope to focus on today in our discussion is, perhaps, a ‘what if’ scenario of exclusively using social channels to attract and assess candidates. Let’s discuss.
Q1) Do businesses that use social media to recruit find better candidates than their non-social peers?
Q2) How can the term ‘social business’ extend to your employment brand?
Q3) Can a candidate’s ‘digital footprint’ give you enough information to want to interview her/him?
Q4) Can you tell more about a person’s ‘cultural fit’ to your business from their digital footprint or an interview?
Q5) How might businesses approach potential candidates on social media?
Q6) Does collecting personal information about candidates via the internet violate any ethics rules?


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