social media has re-written the definition of modern day hiring but hr needs to exercise due diligence
the hiring process has undergone a massive change today. with the advent of social and digital media, recruiters are scouting the internet and online channels for skilled talent and to understand more about prospective candidates. likewise, job seekers no longer remain complacent with job advertisements on prospective employers’ websites, but look into companies’ social profiles to understand more about the organisation’s business, job culture, pay scales, and work environment. in this transparent scenario where information abundance can be both liberating and limiting, hr professionals need to take a cautious approach in how they structure the recruitment process.
brand identity is critical to acquire quality talent
it is important that an organisation maintain a good brand image on social channels and create an appeal that resonates with potential candidates looking for the ‘best place to work’. existing employees are excellent brand ambassadors of any organisation. by encouraging them to post their experiences on social channels, organisations can ensure positive brand visibility especially when recruiting for senior level roles. when senior executive or managerial level job seekers look up the social profiles of companies they wish to work for, chances are they will want to know the experiences of current employees first-hand.
seamless connect between brand image and brand propaganda is necessary
when companies market themselves as the ‘best place to work’, it is important that their brand messaging project the actual image of the organisational setup. for instance, if an organisation is not open towards a flexible working policy, it shouldn’t proclaim otherwise on its social profiles. there is nothing more demotivating for a potential job seeker than a brand that fails to deliver on its promise. considering the viral nature of information dissemination on social channels, the last thing an organisation needs is bad publicity.
integrating traditional with social will reap good rewards
there is a specific reason the resume was created. hr professionals still leverage this most powerful tool to gain an in-depth understanding of potential candidates. a powerful resume highlights personal and professional achievements and helps hr evaluate candidates based on pre-defined parameters such as domain expertise, years of experience, and willingness to learn and grow in their careers. today, hiring decisions are largely affected by an individual’s social profiles but the resume is still an important precursor to gauging potential talent. it is important for hr to integrate traditional and social recruitment techniques to find the perfect fit. following standardised hiring processes in line with organisational best practices can help companies emerge as an employer of choice.
there are multiple channels of communication that provide recruiters with useful information about potential candidates and vice versa. organisations need to remember that social is here to stay; what they project about their brand on online channels will set the benchmark for job seekers to decide whether to apply for a position or not. by incorporating transparent policies in information dissemination, hr can ensure they attract the right talent that fits well not only within the role but also within the overall organisational framework.