Social Media Impacts Recruitment

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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 argentina phone number list 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.

Case in point, I was recently contacted by an unfamiliar organization in Seattle that was recruiting for a director of talent acquisition. Even before returning the call, five minutes of online research had me asking questions. They had no Facebook or LinkedIn page (apart from auto-generated page on LinkedIn with Wikipedia data) and the Twitter commentary was less than complimentary. Glassdoor only had 12 reviews, but all of them were terrible. While all of the above did not mean it was a terrible place to work necessarily, their employment brand that turned me from a prospect into a polite decline when I returned the call.

Employment Brand: It was not that long ago that the idea of “employment brand” meant creating a slick marketing campaign, and speaking to an organization’s awesomeness—i.e. why it was an employer of choice and why a candidate would want give their eye teeth to work there.