How Business Owners Can Attract Employees With the Help of Social Networks

Recruitment in social network is on the march, and this new source should be used by every forward-minded HR manager. As any tool, this approach requires a sensible guide and clear understanding of its principles. It is essential to know how, where and who to look for, and how to avoid common mistakes.

So, why to make use of social media if there are so many trusted recruitment websites? Below, you will find how to leverage social networking platforms and make them work for your business.

Social networks is an extra source for recruitment, and its sophisticated use can make it a key tool for a wise employer.

Its advantages over common recruitment websites are the following:

  • in social networking sites, you can come in contact with members who are both looking for a job and those who are not, at the moment;
  • social networking sites cost less than many fee-based internet resources. So you can sign up to one paid website only and forge relationships with users in social networks;
  • when an employer has a vacant position, he can send a targeted notification to candidates he is interested in;
  • you can pick job references for a person of interest with one click;
  • a boss can find far more details about a candidate in a social network than in whatever recruitment website – personal preferences and attitudes, professional views on any issue, lifestyle and a frenzy of other details.

Which Social Networking Sites are Ideal for Recruitment?

There are no versatile social networks that can help you find all at once. To stop wasting a lot of efforts with little or no gain, you should grasp a specific nature of each social platform you use.

Let’s explore the most popular social networking sites is the most powerful platform, and is suitable for picking operating personnel and filling in middle management positions. It includes many professional communities. But the site is marketed as a friend’s network, and a job search is not a matter of priority for the users who register there. is a social networking service for professional communication, and enables to select both operating personnel and top managers.

5 tips on Social Recruiting

  1. Expanding your own contact list is one of the most efficient, but time-consuming technique. Start from adding to ‘friends’ your colleagues, real-life friends, business partners, classmates and fellow students.
  2. Form a circle of online friends in professional communities consisting of members who participate in discussions. Add your friends’ friends and professionals who work in your field.
  3. Visit job search communities in social networking sites. Estimate how close the group is to your objectives, and ensure it is an active community (look at how often it is updated.)
  4. Visit professional groups consisting of candidates of interest for you. In this case, you can nurture relationships by jointly discussing professional issues.
  5. Ask your online friends to recommend you a candidate. The larger and more diverse your circle is, the better chances are to put you on to a good candidate.

Social Recruitment Myths

Myth #1. Creating an account and adding people you know in real life to your friends list is sufficient for social recruitment.

Fact: The above is just a primary step to build a basis for staff recruitment. You should fill in all fields on your account page, take an active part in professional communities and post valuable information.

Myth #2. Social networking sites enable to find contact details of every candidate, so there is no need to contact recruitment agencies at all.

Fact: Not every job-seeker has an account in social networking sites. Besides, a headhunting agency not only seeks out contact details of prospective employees. They need to catch the interest of a candidate and involve him to a discussion. This is not always possible for an in-house recruiter.

Myth #3. A successful recruiter has personal accounts in all social media.

Fact: Efficient operation is possible if working in 2-3 social sites. Their selection depends on who you are seeking, how often and which kind of job vacancies you need to fill. There is software enabling to connect several accounts in social networks into one. But this feature is still unavailable in many social media. Besides, it imposes some limitations. So, create just a few primary accounts, and use other accounts as additional tools. This would be much more efficient.


About Brent Staples 5 Articles

Brent Staples is an author and an editorial writer for the New York Times. His books include An American Love Story and Parallel Time: Growing up In Black and White, He writes about political, social and cultural issues, including race (his 1986 essay in Ms. Magazine “Just Walk on By: Black Men and Public Space” is deemed canonical) and the state of the American school system.

Be the first to comment

Leave a Reply

Your email address will not be published.