Ways to Incorporate Social Media into the Hiring Process

With the prevalence of social media, employers are finding more and more uses for it in the workplace, for example, as a component of the talent management process. More and more organizations are taking advantage of the growing reach of social networking.

Here are some ways to incorporate social media into the hiring process. It can be used to:

• Search for candidates, even finding potential new hires who are not actively job-seeking.
• Conduct background checks, if done carefully.
• Receive online applications.
• Post job openings or increase the reach of existing job posts.
• Present a consistent and complete company image to potential job seekers.

Which of the various social media platforms is best for each of these activities? The answer is: it depends. Each of the various social media platforms, such as Facebook, LinkedIn, Twitter, Pinterest, and Google+, can be used for each of the points above. Which site to target depends on your organization and the ideal candidate for the role. This is because the demographics of the typical user vary for each site. Research the demographics of each site and compare that to your ideal candidate to see which might be a good fit for your organization to target. Don’t be afraid to research some of the smaller social media sites as well.

LinkedIn is often thought of as the primary business-oriented social media site, but all social media platforms have benefits for employers, especially when it comes to presenting the company to potential recruits. Let’s take a look at a couple of examples of how some of the most popular social media platforms are used in the hiring process:

• When searching for candidates, many employers look to LinkedIn to do keyword searches and find potential new hires with matching skill sets. LinkedIn’s search functionality even makes it possible to find potential new hires who are not actively looking for a job and contact them (in some cases).
• Facebook is sometimes used as part of the background screening process. This is risky, as it can also turn up protected information. However, it can be a valuable insight into the potential employee’s personality and fit with the organization. Consider this carefully and weigh the potential benefits and risks. (Many employers mitigate this risk by using a third party to conduct background checks and only receiving information they are allowed to receive).
• Online applications can easily be fielded via LinkedIn, as can job postings.
• Twitter can be used to send out links to job posts. It is also often used to send out updates about the organization.
• All of the social networks can be utilized to present a consistent company image. When potential new employees research an organization, they’re looking to see what the company is like—both in the image it presents outwardly, and what it is like in terms of organizational culture. Business social media accounts can paint a complete picture for job seekers, thus increasing the likelihood of finding a good match for the organizational culture. This is a way for the organization to “sell” itself. Each social media platform can be customized to present a different aspect of the organization.

As you can see, there are several options—and the suggestions above are simply examples of ways the various social media platforms can be utilized. Which social media platforms does your organization use? Are they being utilized during the hiring process?

About Bridget Miller:

Bridget Miller is a business consultant with a specialized MBA in International Economics and Management, which provides a unique perspective on business challenges. She’s been working in the corporate world for over 15 years, with experience across multiple diverse departments including HR, sales, marketing, IT, commercial development, and training.