Social Media has gained in popularity in leaps and bounds. Whats fascinating, that today beyond the social networking, professional networking is also increasing in popularity, which has led to the recruitment efforts of HRs through Social Media. In fact, there are openings for people who enjoy indulging in Social Media, like brand managers, community managers, social media strategists, content creators.In fact, due to the importance of Social Media, there have been conferences (e.g. Social Media in Recruitment) which explores the various dimension of this emergent phenomenon.

While the importance of Linked In has been recognized for a long time for recruitment of new talent in the mid-senior levels, very few recruiters would like to admit that they check the Facebook profiles of the potential candidates. A person’s social interaction not only is an indication of his emotional quotient and with whom he can connect through his social networks, it eventually links up to his professional quotient. Business Schools like Harvard, Yale or other premium schools have networks which can help to identify a member uniquely from these institutions. Thus the potential for actually evaluating the claims of candidature and their association with with niche institutions increases manifold, and hence correctness of professional membership is stamped in the social profile.

Not only for checking a candidates professional aptitude, but also to evaluate a candidature’s fit for a particular profile, a professional Social Media profile is of paramount importance. Its often that recruiters check Linked In for suitable candidates for niche roles. Hence a profile with details which can provide greater insight to the recruiters, can actually create a one-off linkage for the perfect skill specific job with a right candidate.

So why is social media increasing in importance in the recruitment scenario? Actually it has to be recognized that the job portals offer paid services to the recruiters while the social media is free for the basic users. Also the job portals are region specific, social media is more global by its very definition. Job portals target only the active job seekers whereas social media potentially has access to both active and passive job seekers. Hence one may just become inquisitive on seeing an advertisement of an opening which may have a high fit with the candidate, although the latter might not be actively searching for openings at the time.Thus the potential reach to the perfect candidates increases manifold, even if the latter are not actively searching for opportunities.

Also, one can observe social interactions of a potential candidate on social media unlike in job portals. However, social media is difficult to use for the recruitment purpose while job portals are highly user friendly and easy to use, being more targeted for the purpose.  But if offers one benefit that cannot be obtained from job portals. The candidates cannot re-organize their profile for a particular opening, since most have a time stamp, which offers ingenuity to profiles with a truthful mapping of candidature with the openings, although the potential information for evaluation may be low.

So what do you think about the importance of social media and professional recruitment? Do let us know your thoughts on this topic.

By Kar

Dr. Kar works in the interface of digital transformation and data science. Professionally a professor in one of the top B-Schools of Asia and an alumni of XLRI, he has extensive experience in teaching, training, consultancy and research in reputed institutes. He is a regular contributor of Business Fundas and a frequent author in research platforms. He is widely cited as a researcher. Note: The articles authored in this blog are his personal views and does not reflect that of his affiliations.

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