How do recruiters use social networks?
The Work Trends Study looks at how both job seekers and recruiters use social networks for professional purposes. In this article we highlight how recruiters use social networks.
What do recruiters use social networks for?
In the survey we asked recruiters how they use social networks for the following activities on each social network:
- Advertising jobs
- Check applicant’s CV/resume
- Receive job application
- Check applicants’ network
- Check content posted by applicants
- Understand candidate’s personality
- Create additional value for job seekers
- Check candidates’ online reputation
The results showed clearly that Facebook and LinkedIn stand out:
- Recruiters consider Facebook to be be more and more an equal platform to LinkedIn with regards to personal branding, checking a candidate’s online reputation and understanding their personality.
- Overall, LinkedIn remains the recruiters’ favourite platform for any activity.
- LinkedIn is their platform for reputation
- They use Facebook for the relational aspects.
- We can see a clear trend that Facebook is becoming more relevant also for professional aspects.
What are the most popular recruitment channels?
We asked recruiters which channel they used the most in their recruitment activities. Overall, their preferences are for job
boards/ online recruiting websites (48,9%) followed by career sections on company websites (31,5%) and social media (19,8%). For 2016, recruiters foresee that career sections will remain stable, but job boards will
lose five percentage points in favour of social media.
There are also regional differences when it comes to the preferred channel for recruitment activities. In comparison, Asian job seekers and European recruiters prefer corporate websites, whereas European job seekers and American recruiters prefer job boards and online recruiting pages. Social media networks are preferred by American job seekers and eastern European recruiters.
What kind of candidate profiles do you search for and using which channels?
When recruiters were asked for their total recruitment activity in 2015, the Americas spent more time online, which is 19%
more than recruiters in Europe and 16% more than in Asia. In the outlook for 2016 all recruiters see an equally increasing trend towards more activities performed online, in accordance with the time spent online in 2015.
For recruiters, a combination of online and offline activities works best in most cases (47%). The positions they are trying to fill through online recruitment are mostly middle and senior management positions which are most likely permanent positions rather than temporary roles. The sectors most looked for through online recruitment activities are IT, R&D, controlling, accounting & finance, corporate communication & PR. Roles in manufacturing and logistics are less likely to be filled through online activities.
How are recruiters using online data?
- Recruiters do care about a candidates’ online activity and image: Thirty-two percent of recruiters say they ask candidates about their presence on social media
- Recruiters might also reject a candidate based on their online profile(s): 28% say they have rejected at least one candidate because of content made available online by the candidate. This varies between regions: 34% Eastern countries, 33% Asia, 31% Americas and only 19% Europe have rejected candidates based on their profiles.
- Depending for which company, small or large, a recruiter works, social media will play a bigger/smaller role: Recruiters working for corporations put more value on social recruiting. 35% of recruiters working in corporations versus 28% of recruiters working for small companies request information about a candidate’s online behaviour.
- Recruiters from larger companies spend increasingly more time on social media: they have more social profiles and spend more time in searching online for a candidate.
- The most frequent reasons for rejection are the presence of information that contradicts the CV (54% of those who had excluded a candidate for digital content), an assessment of personality traits (49%) and posting of improper or inadequate images (46%). On the other hand, the presence of political opinions expressed by candidates (11%) proved to be irrelevant to recruiters and discriminatory content was deemed marginally relevant (27%).
Reference to header image