Study: More companies succeed in recruiting via social networks
Social Media is becoming the new talent aquisition tool for companies. A recent study by Jobvite states that almost 90% of companies are planning to use social networks to find job candidates. This is an increase of 7% to last year. Two thirds of employers said they had successfully filled a job position via social networking.
The study that polled 800 human resource staffers and headhunters in the U.S also illustrates the importance of personal branding which I proclaim for years now – also with the vision of a personal scoring index. Job seekers should understand the importance of having an active profile on sites like LinkedIn, Facebook and Twitter. However, this is essential and career benefitial, the study also warns that what you say and do on those sites has an impact on your career.
Running the survey in their fifth year, Jobvite is seeing a steady increase by employers in the use of social media.
“Employee referrals are the highest quality hires. (…) They last the longest, have the best match with expectations, and churn the least.” Dan Finnigan, CEO, Jobvite
According to Jobvite’s own client data, 70% of companies examine candidates’ social media profiles after getting a referral. Which means you never know who is checking your latest party pictures and how much you ruin your reputation by updating embarrassing information
“Don’t post any picture, say any words or take any actions that you wouldn’t want your grandmother to see,” advises Finnigan.
Some interesting finding shows that Facebook is not the main place to look for job candidates. However, LinkedIn went up from 78.3% to 86.6% (inclusive of all possible usage like search, job postings, etc.).
Having said that, Jobvite also asked their own customers how many actually hired staff using social referrals from various social networking sites. 43% of referrals that resulted in hires came from Facebook versus 41% from LinkedIn and 16% from Twitter.
For the Social Society in which we are living social engagement become an asset bonus but also a challenge for job seekers. Today, it is still difficult to understand for many recruiters why you have a personal brand. In the future, this will change and show your affinity to a topic, to brands and to modern business tactics. People might be addressed or recruited by younger hiring managers who are more tolerant of social media failures or side steps but the more senior a position gets, the pickier recruitment managers are getting.
How do you see the future of personal branding and how recruiters are checking your capabilities via social networks?