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Teams and leadership

The Role of Social Networks in the Selection Process


procesos de seleccion

Social networks can be the key element in the selection process to find the most suitable candidates for a position. And not only can it help you find them, but social media can also highlight your company and let you see whether they would be a good fit with the rest of the team.

LinkedIn

Posting a job offer is expensive, but you can share the opening from your personal and company profiles at no cost. To reach the profiles you want to reach, you have to have worked the connections with the people you know and the professionals in the sector.  In addition, there are also specialized groups that will thank you for publishing the opening.

Now it’s time for the next step in the selection process,- evaluating the candidates.  Their profile on LinkedIn serves as a kind of CV. In addition to their work experience, you can see recommendations, know who their connections are or check if they are in any relevant groups.

Facebook

This is where there are more users, although this network is not as oriented to the world of work as LinkedIn.

You can post your job offer in the Facebook Marketplace, but if you want to segment your message for a specific public, you can use Facebook ads. For example, you can show the position to university users from the business sector and who are located in your city.

Twitter

In addition to publishing the job offer, you can use hashtags such as #employment, #work or one relevant to the sector. To reach more professionals, you can also take advantage of an event and use the corresponding hashtag to get more reach.

Investigating candidates

Users have a digital fingerprint, and you can find public information about them that, for better or for worse, you would not know after a simple job interview. That is why users should take care with their virtual image and avoid sharing inappropriate behaviors. And this can also give you an idea of ​​how well they would fit with the team and the company culture.

As a human resources professional, you should check if the information that the candidate has shared publicly on the Internet agrees with the information they have provided to you. But remember that this background check doesn’t mean gossiping about the candidates or violating their privacy.

Social recruiting through your employees

Your social networks are an extension of your company and many candidates will research them, especially now that Generation Z is starting to arrive in the workplace. It’s an opportunity for them to want to work for you through good branding. In addition to having to take care of your online brand reputation, you can also use your employees and collaborators to share your job openings.

Using their own words and sharing the opportunity of employment on their social networks will be more attractive and will reach their friends and acquaintances, who in many cases will be people in the same industry sector and potential candidates.

With SocialReacher you can indicate to your collaborators and employees which publications you want them to disseminate. You can create groups, specify if they should add a hashtag or link, and then see the statistics for the audience reach and number of clicks.

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