Put the right person in the right place, this is the goal that companies pursue and e-recruitment can be a valuable help in choosing.
What Is It?
E-recruitment is the recruitment and recruiting process of recruitment through the use of new digital tools to manage the entire selection process by simplifying procedures and speeding up the exchange of information. With e-recruitment, the search radius is expanded thanks to the great communicative capacity of the network that allows you to get in touch with a multitude of candidates.
The chances of finding, amongst the many, the candidate that best adheres to the sought-after profile thus increase considerably compared to traditional search sources. In e-recruitment, the growing industry is social recruiting, not only through LinkedIn, the social professional par excellence, but also through all other social and especially Facebook. Both companies and workers have realized the enormous potential of social media for their own needs.
Adecco, the world’s largest human resources agency, has published a research in recent months that has done a lot of discussion about it. According to the ” Work trends study 2015 “, conducted internationally in 26 countries around the world, social recruiting is becoming increasingly important with prospects for further growth in 2016. It is expected to move from the current 64% of online recruitment to 71% and to increase the use of social networks for social recruiting from 23% to 29%. The survey also found that 35% of the recruiter interviewed stated that they had excluded candidates from the selection process after visiting their social profiles and having found inappropriate content.
It is becoming clearer now, about the staff selection, recruitment 2.0, are now able to evaluate the candidate as a whole by monitoring their “digital life” with the help of social networks (LinkedIn, Facebook, Twitter, XING) to see if it has a consistent behavior. Candidates can also get information via the web on companies, either through corporate sites, or through dedicated news sites or portals that rank companies based on specific rankings, and thus make a more informed choice.
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Four are the jobs that companies make of social media in staff selection …
- Recruitment Advertising: The use of social tools allows the company to reach a multitude of candidates.
- Employer Branding: The goal is to attract the best talents by showing the company’s strengths.
- Identification of Passive Candidates: Through social analysis recruiter can search for staff without the receipt of the application.
- Searching for Candidate Information: Social allows you to get news about the candidate (contacts, accuracy and CV verification, and presence of inappropriate content).
E-recruitment allows the company to reduce time and cost with respect to the traditional method. At the moment, however, not all companies are able to do this type of business internally because they can turn to online services offered by third parties for recruiting staff.
Almost half of the interviewers interviewed by Adecco said they used paid social rewarding tools in search of the most appropriate profiles.
On the other hand, the candidate must effectively manage his own online image by carefully evaluating the content to be published.
To make the most of the opportunities offered by e-recruitment, it must …
- Make a good personal branding action
- Keep your CV updated on the network
- Complete the LinkedIn profile by using keywords to index the profile itself and thus increase the likelihood of being found.
So both HRs and job seekers need to use these useful tools consciously.
E-recruitment can now be considered a consolidated and evolving medium.
Companies that continue to ignore the potential of the Internet are inevitably at risk of falling back especially to those companies already capable of developing recruitment strategies through social networks.
Social recruiting, you are doing it well
There are many interesting case histories in social re-employment, and it is interesting to note that LinkedIn is not only the protagonist in many of these. The L’Oréal Group, for example, uses social recruiting in the various countries of the world where it is also present through the management of a Facebook Career Page, dedicated to career paths and jobs, and with a YouTube channel to give Evidence of employee testimonies and their stories.
A.H. Sagar is Operations Manager at CYONWO and author of Local Advertising Journal. A.H. has more than 6+ years of experience in digital marketing. His expertise helps him to be a professional blogger and he loves to share his ideas, tips, tricks and information with blogging.