Evolution of HR tools: the use of social channels to support Human Resources

January 29, 2016 Geoffroy De Lestrange

Recruiting the best candidates is critical to any company’s success today and many exciting tools have been created to help find and source the best talent. Choosing the most suitable tool to meet an organisation’s specific needs can become a tricky job for employers.

In the past human resource managers were reluctant to use social media and organisations were very careful to limit access to sites like Facebook and Twitter in the workplace. However the popularity of these social platforms and the opportunities they offer to support and save time in the hiring and selection process have made technology very important in HR.

Sites like LinkedIn provide instant information on potential candidates, complete with references and ability to review their experiences.

According to a survey conducted by Jobvite, 73% of recruiters have hired candidates from social media, and 79% of those candidates came from LinkedIn. In this same study, 93% of recruiters said they review a candidate's social profile before making a decision to hire.

Social media plays an important role in the way recruiters are adapting their methods. One reason why human resources departments are implementing social recruiting platforms is because they deliver concrete and quality results, in less time and money than it takes to hire costly headhunting agencies and external recruitment consultants.

Several other advantages that show why your HR department should use social media for the recruitment process are…

  • Social media will spread the information about a company making more people aware of its job opportunities and getting employers in front of candidates whom they may never find through traditional hiring methods. By posting a job add through LinkedIn employers can get a higher response rate from potential candidates.
  • The ability to search a global pool of tech talent using social recruitment tools allows recruiters to find candidates with rare or hard-to-find skills, especially as these people may be part of the passive group of candidates.
  • One of the key benefits of recruiting via social media is the ability to reach passive or potential candidates who are not necessary searching for a new job position. Most traditional recruitment channels have failed to identify the talent gap that employers are looking for.
  • Recruiting via social media enables candidates to respond immediately through different social media platforms and thus employers can fill vacant positions faster. This reduces the time needed to hire and at the same time establishes a relationship with the potential candidate through a means of connecting via social media.

Social media has not entirely taken over the recruitment process but has enabled HR managers to save time and get a better understanding of their candidates to start of the process of hiring a candidate.

The traditional methods of recruitment still continue to be fundamental, it is vital for some companies to meet the candidate and screen for the ability to work in teams, leadership skills and communication skills and these are hard to access without meeting in person but before reaching this stage employers can use recruitment tools to conduct background checks to confirm a candidate’s qualifications for a position. Organisations are getting more sophisticated about using social media when recruiting new employees and employers should not be afraid to use these tools.

About the Author

Geoffroy De Lestrange

Product Marketing & Communication Director EMEA at Cornerstone OnDemand

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