If you’re reading this blog on a laptop, computer, tablet, or a mobile device, there’s a very good chance you can be included in the following social media statistics. As of January, 3.010 billion people actively use the internet and there are 2.078 billion active social media accounts throughout the world, according to The Global Digital Snapshot. The 376-page report published at the beginning of the year by wearesocial.net profiled the growing commonality of social communication around the world. The impact created through social channels such as LinkedIn, Facebook, Twitter, Google+, and personal blogs show no signs of stopping and continue to influence how we make connections, search for employment, and spend many waking hours.
Recruitment and Social Media
When it comes to recruitment, social media is enabling an ever-widening two-way street for amplified conversation between one (the recruiter) and many (all job seekers). The use of social media for recruitment continues to expand with possibilities for targeted recruitment in addition to the more traditional search methods of referrals, internal transfers and direct sources, according to the Jobvite Social Recruiting Survey 2014. Recruiters are increasingly tapping into social networks to spread information about a brand or organization, showcase internal culture, and share the latest job opportunities.
Benefits of incorporating Social Media in Recruitment
- Spend less time in the hiring process
- Access to a greater pool of qualified candidates
- Enhanced brand/organization/recruiter visibility
- Improvements in quality of candidates and number of referrals
Greater Visibility Equals Higher Expectations
With a growing number of recruiters tapping into the vast pool of social channels, it is important potential candidates are ready for the attention/scrutiny from recruiters. While many recruiters network through social sites such as LinkedIn, Facebook and Twitter, candidates should remain mindful of their connections and affiliated networks. This will be particularly true in fields where demand is high such as IT, engineering, operations, marketing and sales. As a result, candidates should take the time to complete profiles, including adding a recent photograph and connecting the profile to an email address that’s checked regularly. Also, ensure each visible online profile corresponds to the professional image you want to project to recruiters and potential employers.
Growing Number of Sources for Recruitment
- Social networks
- Referrals
- Corporate career websites
- Direct sources
- Mobile sites
The Importance of Casting a Wide Net
The prevalence of a growing number of recruitment possibilities means recruiters and job seekers both will need to remain on their collective toes. At Austin Nichols, a direct hire and contract recruiting firm, we believe in taking recruitment to the next level by working with our candidates throughout the hiring process, including offering on-the-job experience prior to accepting an offer and assisting with the negotiation process. As a trusted recruitment firm specializing in construction, manufacturing and engineering, our experienced recruitment staff offer decades of dedicated recruitment experience in the Kansas City metro area.
As a top Kansas City recruiting firm since 1988, Austin Nichols Technical Search has served clients in a variety of fields. Austin Nichols specializes in direct hire and contract recruiting for manufacturing, construction, engineering, and technical positions.
