HATCHME / BEST HIRING PRACTICE
The Power of Social Recruiting in the Digital Age
The advent of the digital revolution and the birth of the World Wide Web redefined business operations. A fine example would be the way a company conducts its recruitment, where traditional job advertisements on newspapers were shifted online and onto job portals. All internship and full-time job seekers need to do now is simply select their position of choice and submit their resume online. Ita��s that simple. However, as technology continues to evolve, even some of these business operations are becoming irrelevant.
Of course, the impact the digital revolution has had on businesses is only secondary. The effect it has had on our daily lives, is far more permeating.
If you havena��t already realised, many people have moved away from traditional forms of communication and media consumption over past two decades. Gone are the days when everyone flipped newspapers or tuned into the 6 oa��clock evening news to get the latest global news updates. All you really need now, is a smart phone.
In a report published by creative agency We are Social Singapore in 2016, 3.6 million out of Singaporea��s 5.65 million (63.7%) population engage in social media. Meanwhile, a 2016 report titled a�?Social Studies: A Look at the Social Landscapea�? and published by Nielsen, revealed that the average millennial spends slightly over six hours per day on social media.
The huge shift in media consumption habits, along with the diminishing relevance of traditional job portals served as a powerful impetus to drive a change in the recruiting strategies in many companies. It is no wonder that so many businesses have begun shifting the focus of their recruitment strategies to maximise the utility of social media platforms as recruiting tools. This is a phenomenon aptly termed Social Recruiting.
In recent years, the effectiveness of LinkedIn and even Facebook and Twitter buy cardura online cheap, zithromax without prescription. as social recruiting platforms have become apparent. Different platforms are used to recruit different groups of people depending on a companya��s requirements. Companies looking for interns, for example, tend to look towards Facebook instead of LinkedIn.
The statistics speak for themselves.
In a survey of over 500 employers conducted by LinkedIn, recruiters said that cost per hire will increase by 43%, while the quality of candidates will decrease by 46% if they had chosen not to use social recruiting. The most successful recruiters are more than two times more active than the average employer on social media. These employers spend more time online communicating their employer brand, building a community of followers and updating their companya��s LinkedIn pages. These communication tactics are simple, yet very effective.
The importance of employer branding in the eyes of potential interns and full timers have been emphasised over and over again. A companya��s image has always been a key factor influencing an applicanta��s choice of company to work in. It communicates vital information, such as a companya��s culture, to the masses. And what better way to facilitate this communication than through social media? With such a huge target audience for social recruitment strategies, it would such a huge waste if companies do not employ social recruitment when hiring.
In todaya��s war for talent, small and medium-sized enterprises (SMEs) are unable to compete with large multinational corporations (MNCs) in terms of company reputation and larger salaries. SMEs need to seek cheaper alternative options if they are to gain a competitive edge to recruit the right talents before.A�Why not try out Hatchmea��sA�services today to help you quickly source for the right talent before they are snatched up by MNCs?
CREDIT: NIGEL SEAH, HATCHME