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Social Media – A Trusted Recruiter?

With the Millennials being a prominent player in the job market, there is now a stronger emphasis on using social media as a tool for recruitment. Social media sites are quickly proving themselves to be an efficient way to contact employment candidates. Tools such as LinkedIn, Facebook and Twitter enable employers to get a glimpse of who candidates are outside the confines of a resume or a cover letter. And with more and more people using social media, it’s not unusual to see the usage of it for recruitment to grow as well- especially in startups where young recruits with potential are a high necessity.

Popularity of social media as recruitment tool in the human resources circle is increasing from the past few years. This is due to reasons like-


Conduct background research– If you need to do some further research before making a hiring decision, either about a role and what it entails or about a specific applicant’s background, LinkedIn is a great place to go digging. You can find the specifics about a candidate and his or her qualifications, or you can learn more about people in a certain role – where they come from, what they do, how much they currently earn.


Get referrals from others- One of the best ways to fill a job opening is word of mouth. Social media can be used to reach out to professional connections and ask them for feedback about potential hires.


Opportunities for tech savvy individuals– Social Media Presence giving the applicant coveted opportunities that he/she might not have come across by lacking a social media presence. This is because of increasing use of job adverts on social media through their own or collaborated social media pages.

At the same time, Social Media can be used as a pre-screening tool at the most and cannot be used to make a final decision on hiring an employee. Various reasons for it include-


  •  Inconsistency of Information– On social media, where the accounts are entirely controlled by the applicants, information about the background of the candidate is solely shown in a positive light. Also many tools allow acquaintances of the candidates to post on their profile. These posts can be irrelevant to the candidate and yet give a negative appearance to the person being checked on. Also some candidates might be very passive on social media and might lose out on a well-deserved opportunity.


  •   Lack of Reliability– Any social media has no way to verify the information that has been uploaded by a candidate. There is till-date a very limited confirmation mechanism for recruiters to check if the information provided by the candidate is accurate and is wholesome. Hacking is another nuisance that might be created in the world of social media.


  • Global Talent Pool– In July 2010, Facebook revealed that it had over 500 million active. LinkedIn, on the other hand, has 30 million users and is used purely for professional networking reasons. With such a vast number of potential employees, searching for the right ones is like searching for a needle in the haystack. Good luck with that.
  • Escalating Costs– The free tools for recruitment are never efficient and the tools that are, charge a ton. In the industry relying on cost-cutting, social media recruiting does not act as a very effective strategy for a startup.


Social media recruitment is definitely a well thought of strategy, but is not an option when being used by recruiters not being at the top of their knowledge of the market, searching for applicants with an unextended reach. That is why it is better to do away with social media recruitment in your firm and leave it to the expert job recruitment entities for the reliable sources, verified candidates and best results in your employee search.



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