Social Media Goes to Work - Is It An Asset or Liability?
Posted: Tue Jan 21, 2025 10:42 am
Yet, the question arose again during a recent presentation to a group of HR professionals. The person asking simply did not see the value in creating and maintaining a presence on the likes of Facebook, LinkedIn or Twitter. Their view was that since candidates would go to their company’s career site to find out about the company and apply for jobs, the extra work just didn’t seem to have any reasonable return for the time invested. The implication was that they saw little need to take the plunge.
There remains a lingering mindset amongst the HR and business leaders that I speak to that recruiting with social media is nothing more than a new job board. Although positions can be posted on social media sites such as LinkedIn, Twitter, Facebook, this is still “post and pray.”. If you don’t have an underlying strategy to market and manage your brand, leverage your employee’s referrals, you’re only scratching the surface.
However, whether or not an organization takes the social media plunge is secondary bahamas phone number resource to what even the dissenters have begun to discern—whether we are on social media and managing our presence or not, we are all on social media.
Social Media Impacts Recruitment
The real question is simple—who is managing your presence?
We all know that social media is not a fad; it has changed the way we communicate, and changed the way information is shared and consumed. Have we explored and thought about how social media has changed candidate behaviour, impacted and escalated concepts like employment brand and the candidate experience?
Candidate Behaviour: All candidates, whether active or passive, are checking out our organizations before they express interest, apply for a role, or at the very least, before they accept a job. They’re not just checking out the company reviews and corporate websites, they’re asking their networks, friends, and colleagues. Though there are undoubtedly those that don’t research organizations before wading into the recruitment process, it might be argued that perhaps we shouldn’t be hiring those people anyway.
There remains a lingering mindset amongst the HR and business leaders that I speak to that recruiting with social media is nothing more than a new job board. Although positions can be posted on social media sites such as LinkedIn, Twitter, Facebook, this is still “post and pray.”. If you don’t have an underlying strategy to market and manage your brand, leverage your employee’s referrals, you’re only scratching the surface.
However, whether or not an organization takes the social media plunge is secondary bahamas phone number resource to what even the dissenters have begun to discern—whether we are on social media and managing our presence or not, we are all on social media.
Social Media Impacts Recruitment
The real question is simple—who is managing your presence?
We all know that social media is not a fad; it has changed the way we communicate, and changed the way information is shared and consumed. Have we explored and thought about how social media has changed candidate behaviour, impacted and escalated concepts like employment brand and the candidate experience?
Candidate Behaviour: All candidates, whether active or passive, are checking out our organizations before they express interest, apply for a role, or at the very least, before they accept a job. They’re not just checking out the company reviews and corporate websites, they’re asking their networks, friends, and colleagues. Though there are undoubtedly those that don’t research organizations before wading into the recruitment process, it might be argued that perhaps we shouldn’t be hiring those people anyway.