WHAT IS SOCIAL RECRUITING?
In a nutshell, social recruiting is a strategy that’s used to hire candidates by looking through social media networks as a talent agency. On platforms such as LinkedIn, companies can scout eligible candidates for recruitment without having to use the traditional methods of newspaper advertisements or agency placements.
This method can be beneficial for both employers and potential employees. More employers will be able to save money by joining the “33% of recruiters” (Jobvite, 2014:12) who spend nothing on social recruiting. Also, both employers and employees can save the time and stress of rigorous interview processes by handpicking candidates online and doing a ‘social screening’ to determine their suitability for a role.
Figure 1: Visual representation of two types of recruitment
GET HIRED THROUGH SOCIAL RECRUITMENT
Here are some tips I’ve compiled from videos and posts on how to make optimum use of social media to create an authentic professional profile:
Figure 2: Click here for slideshow presentation on how to get a job through social recruitment
DRAWBACKS OF SOCIAL RECRUITMENT
The main problem is that in a sense, your social media accounts are constantly being watched before and possibly after you’ve been hired. This was the case for Justine Sacco, who made a post ridiculing her chances of contracting AIDS on a trip to Africa, resulting in her getting fired. However, this is not an isolated case, and social media posts have caused other employees to get dismissed:
Discrimination is another problem. For example, there are only “2 percent Latino members” of the “15.4 percent Latino” (Belicove, 2010) population in the US are registered on LinkedIn. Looking solely at social media excludes a large chunk of people who are not social media users but could be perfect candidates for the job.
CAN WE BE OUR ‘AUTHENTIC-SELVES’ ONLINE?
With all this in mind, the question is: how can we express ourselves freely on social media? The problem with using social media is that we’re becoming so reliant on it, its purpose is somewhat being lost. Revis (2015) highlighted that “we’ve begun to eliminate the most powerful thing about sharing platforms”. We nolonger use it “for meaningful social debate” so we don’t have to “risk our livelihoods on what we believe in” (Revis, 2015). In my opinion, social media should be a place where people can express themselves freely, contributing to why multiple online identities are necessary, as stated in Topic 2.
However, can we authentically express ourselves if we know that every post could cost us a job offer?
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BBC (2013, December 18). Job hunting: How to promote yourself online. (Video File) [Accessed: 12 March 2017]
Belicove, M.E., (2010, April 10) Pitfalls of Using Social Media as an HR Tool. Entrepreneur. [Accessed: 12 March 2017]
Harris, L., (2014) Using social media in your job search. The University of Southampton Web Science MOOC. [Accessed: 12 March 2017]
Muyanja, L., (2017, March 4) Topic 2: Multiple Online Identities. WordPress. [Accessed: 12 March 2017]
Jobvite (2014). Social Recruiting Survey Results 2014. [Accessed: 12 March 2017]
Revis, L., (2015, July 22) Social Media & Censorship: Freedom of Expression and Risk. Huffington Post. [Accessed: 12 March 2017]
Ronson, J (2015, February 12) How One Stupid Tweet Blew Up Justine Sacco’s Life. NY Times. [Accessed: 12 March 2017]
Tapscott, (2014, October 30). Five Ways Talent Management Must Change. World Economic Forum. [Accessed: 12 March 2017]
The Employable (2014, October 28). How blogging can help you get a job. [Accessed: 12 March 2017]
The University of Southampton (2014, August 8). LinkedIn. (Video File) [Accessed: 12 March 2017]
[Listopedia] (2016, January 23) 5 Tweets That Got People Fired. (Video File) [Accessed: 12 March 2017]
Featured Image: Pixabay
Figures 1 & 2: Self-produced