Home > applicant tracking, hiring tips, hr, social media hiring > How to Use Social Media for the Best Hiring Results

How to Use Social Media for the Best Hiring Results

social media hiring & recruitingHiring practices for human resources departments and hiring managers are evolving. It is important that you stay on top of these developments to find and attract the top talent for your company. There are many tools emerging that help people connect and inform each other about their professional experience. How do you know which ones to use and how much value to place on the information that is available from them?

Evaluating these mechanisms can seem to take as long as the evaluating the job applicants you want to bring onto the team. However, we have to go where the people are in order to keep current and get the most out of the field of potential employees. If you aren’t moving at the speed of the best applicants when they check in on your and your company would they evaluate it as their best potential place of employment? Methods for hiring that are antiquated send signals that your company might still be operating like it is the stone age, in which case candidates might look to companies that reflect more modern technological savvy.

As always, it can be hard to know what social interaction are legitimately valuable from a distance and which are just chatter on the airwaves. Does your company currently take advantage of social media to except applications or seek out people that might be a good fit? There are many ways you can use social media to find employees but some a designed to connect professionals. Others can provide a lot of usual information for those in human resources. Hiring is a complex process, making sure that no one is wasting their time is important on both sides of the meeting table.

Services such as Klout and Kred are excellent ways for people to centralize and measure their connections plus social interactions into a standardized form that others can participate in as well. The upside to these services is that they offer a metric that is attempting to be a reflection of the aggregate value of how influential or reputable an individual may be in comparison to other candidates in the field applicants. One negative element is that applicants that do not engage with a professional online community will have lower scores than those that are taking the time to reach out. Hiring staffers could interpret this person as being less valuable than someone with a higher community score but this does not truly mean they would are less qualified. Of course, in this age there are many places looking for employees that openly evangelize.

Many companies are using applicant tracking software, especially systems that have social media hiring features. This technology allows companies to track an applicant across the web and to corroborate information for themselves. In this way it is possible to customize a solution that works for a particular set of needs which are not those of a social network outside of the company.

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