Analyzing Social Media's Effectiveness in Recruitment Processes

This report explores the effectiveness of social media as a recruitment tool, analyzing how platforms like LinkedIn, Facebook, and Twitter have transformed the hiring process. It highlights that a significant percentage of recruiters actively use social media to find candidates, with LinkedIn being particularly effective for connecting with professionals. The report discusses the benefits of using social media, such as enhanced visibility, targeted audience reach, and cost-effectiveness compared to traditional methods. It also addresses challenges like the need for dedicated teams to manage social media presence and the importance of establishing a strong brand reputation to attract job seekers. The study emphasizes the rising trend of mobile recruiting and the need for HR teams to actively engage on social media to address queries promptly, concluding that social media is a vital and successful tool for modern recruitment strategies, driving talent acquisition and organizational success.

Running Head: Social media is an effective tool for recruitment
Social media is an effective tool for recruitment

Social media is an effective tool for recruitment 1
Social media is an effective tool for recruitment
Recruitment defines as overall process of attracting, appointing and selecting a suitable
candidate for jobs. The activities related to the recruitment are conducted by the HR (Rees, and
Smith, 2017). HR team of the company needs to identify which candidate is going to fit in the
organization. Candidate contains desired skills which are required for the working. These skills
need to be identified by HR. At the time of hiring HR needs to make sure that candidate is
capable enough to work.
Social media works as an effective tool for recruitment. Web-based social networking
stages are online groups that empower communication among people and associations. As an
enlistment device, they can drive qualified occupation searchers to your postings and deliberately
develop enthusiasm among uninvolved employment searchers (i.e., the individuals who are not
effectively working chasing but rather would be a solid match for your organization). According
to the survey, it is said that almost 94% of the recruiters use social media as a tool for a searching
best candidate for their companies. Social media platforms changed the way of companies for
recruitments. Instead of the traditional method of hiring an employee companies started using
social media for hiring employees. This is a truth that companies are using this tool for the
recruitment purposes but job seekers also found social media best platform for searching jobs.
Job seekers post the application through social media because social media can enhance the job
seeker application by between 30% and 50% (Nikolaou, 2014).
Platforms like Twitter and Facebook motivate the organization in starting up a new
business without any worries of recruitment. LinkedIn is effective social media platform that
helps the organization in recruiting the employees. LinkedIn is the world's biggest online expert

Social media is an effective tool for recruitment 2
system. Setting up nearness on LinkedIn gives your start up access to a large number of experts.
There are diverse levels of participation, and even an essential record can be valuable. LinkedIn
has developed exponentially (78 million to more than 400 million individuals in five years) and
now searches for representatives driven by reason (Biro, 2015). Its staff incorporates 41% who
refer to self-satisfaction and a want to serve others as key, as per the 2015 Workforce Purpose
file (Mars, 2015). The platform consists of 2 accounts, one is a basic account (free) and another
one is a talent finder account (paid). The basic account gives access to join bunches significant
to businesses and post employments in the gatherings' dialog areas. A Talent Finder account is
charge based, this empowers an organization to purchase work posting bundles. There are
different benefits to organizations of job posting on LinkedIn. The platform helps the
organization in enhancing visibility through regular and active participation. The organization
can easily search for the candidates having particular skills. The organization can easily reach to
the active job seekers and passive candidates. This is beneficial for the company who are looking
for the candidate having technical talent. LinkedIn also helps in linking the jobs to the other
social media platforms such as Facebook and Twitter.
Similarly, a Facebook platform can be used as recruiting tool. The Facebook page gives a
way to the organization for creating an online presence of the company. It also helps the
company in promoting the products, initiatives, services, employment opportunities, etc. on
Facebook it is free to set a profile. On the Facebook page, the organization can provide detailed
description related to the requirement of skills in a candidate. Though, this page requires timely
maintenance and can distract the users from the actual website of the company. Apart from the
Facebook page, there is one more option and that is Facebook Ad. The targeting ability of the
Adverting through Facebook is comparatively more than a Facebook page. Through this way, a

Social media is an effective tool for recruitment 3
company can select the target audience to whom they are looking to target (Amon, Campbell,
Hawke, and Steinbeck, 2014). While completing the formalities the system will ask company
different question. Those questions might be related to the sex, age group and specific keywords
that can be related to the position. Though, usage of social media like Facebook can be a
distraction for the HR employees. The employee can start with the recruitment but ends with the
message. Over here the organization can restrict the use of the Facebook by the HR team.
Twitter is a micro blogging stage. Enrolled clients share their musings through 140-
character posts called tweets. Different clients can scan for tweets and subscribe to their most
loved clients' bolsters. Like Facebook, Twitter is free; yet advancing your record includes a cost.
Now, most of the companies include this platform in their marketing strategy that helps in
creating awareness and credibility (Parker, 2015). The organization adds value to the recruiting
efforts of the organization. Through Twitter, employees get the glimpse of the organizational
culture of the company. This is possible through pictures and images of the employees following
culture. Though, there will be need of a separate team who will be able to manage these things.
The organization can appoint some employees who are skilled in uploading and downloading.
This enhances the interest of the employees in joining the company. Proper utilization of the
power of the hash tags. Hash tags get your tweets in front of Twitter who might not be following
company (Choo, et.al, 2015). Also, they limit intended interest group. There is a presence of
companies like AdLogic that helps businesses in targeting a particular Twitter audience.
As per JobVite state of social recruiting survey, web-based social networking as a
selecting device was assessed by contracting chiefs who had been enrolling in this way. The after
effects of the study showed that 64% of the surveyed companies 64% of studied organizations
utilized no less than two systems in their enrolling efforts, and 40% utilized at least three or more

Social media is an effective tool for recruitment 4
than that. 55% intended to expand their financial plans for social enrolling and 30% for referrals,
while just 16% will spend more on work sheets. In the year 2011, 64% of survey respondents
have recruited candidates through social media.73% of all social employs came from LinkedIn,
7% from Twitter and 20% from Facebook (El Ouirdi, El Ouirdi, Segers, and Henderickx, 2014).
These platforms provide companies a way to develop the relationship with candidates
who are looking for the jobs. By sharing content related to the industry such as industry news
and trends can be beneficial for building a trusted relationship. In like manner, developing
associations with influencers in the industry offers the likelihood to quickly extend your potential
reach. It is very difficult to create a trust of the employees for the company. This is the major
reason employees want to join the company they have heard of. To get the quick response from
the job seekers company need to establish a strong reputation and brand image in the market.
There are many reasons due to which organization considers social media as an effective tool for
recruiting.
The organization should use a well-managed social recruitment strategy that is helpful for
the better management of the talent needs. Before launching the brand on social media
networking, a company should develop the brand on corporate social media channels. The
company needs to make sure that HR and recruitment team need to be ready this is an emerging
challenge for the company. For this HR team can fix the time among themselves for being active
on different platforms. The team coordination will resolve this problem. The company should
appoint a team who can identify the changes taking place on social media platform. The
company can check the sources and source of traffic which helps the company in attracting most
of the job seekers (Taylor, 2016). The updates or page on the social media platform should be

Social media is an effective tool for recruitment 5
able to engage the candidate. So a company should try to engage most of the candidates towards
their website.
Social media recruiting process is a cost-effective way to source candidate. Talking about
the traditional way company used to pay an amount to premium to an advertisement in a
newspaper. Nowadays organization gets the reasonable amount on social media platforms for a
job posting. The amount that these platforms ask is worth because the reason being that the job
posting will reach to the high capacity of the job seekers and even to the potential applicants
(Gibbs, MacDonald, and MacKay, 2015). The major benefit of using the social media platforms
is that the information will reach to the job seekers who actually looking for the opportunity in
an organization. With the use of the traditional method of the hiring might be companies will not
be able to reach to the potential candidates.
Social media platforms are able to target audience having specific skill sets. The reason
why companies get the employees having the specific skills set is that generation is social media
savvy. People now spend more time on social media sites than searching information's on
portals. This is for sure that organization will go there, where they will get the candidates. On the
social media sites, there will be transparency between both the sides. Job seekers can visit the
company website can check the authenticity of the company and the truth of vacancy from the
company's side (Ladkin, and Buhalis, 2016). Similarly, the HR team can check the identity and
get to know more about the employee that they are going to hire. Social performance
management can be done by the companies to showcase the congratulations on the achievements
of the employees. This not only motivates the existing employees to remain in the organization
but also motivate the job seekers to join the company where social performance management can
be done by the company (Melanthiou, Pavlou, and Constantinou, 2015).

Social media is an effective tool for recruitment 6
The ubiquity of online networking has changed the way Australia enlistment is led and
enables an organization to contact a more extensive group of onlookers to help an organization
effectively in filling the open positions. That is the reason at Recruit Shop – Sydney’s driving
supplier of eases ensured recruitment administrations. This helps in promising the candidate for
the best position. Though, it is quite difficult for the company to provide the best suitable job.
But the company keep trying to provide the best suitable job which is possible with the use of
different social media platform. The way of recruiting the job seekers is changed not only in
Australia but across the world. The recruitment team of the organization needs to be effective for
making social media platform effective for their organization (Marsden-Huggins, 2014).
Nowadays mobile recruiting is emerging and organizations are participating. Over 33% of
associations have found a way to use mobile recruiting to target smartphones users. Enlisting by
means of online networking is developing with 84% of associations utilizing it right now and 9%
wanting to utilize it. Enlisting detached employment competitors (82%) keeps on being the best
reason that associations utilize web-based social networking for recruitment (SHRM, 2016).
In the whole process HR of the company plays a vital role. The HR of the company needs
to be active on the social media platforms. If any such queries come regarding the recruitment on
the social media platform then HR of the company need to reply the same which becomes
challenge sometimes for the HR. The reason being the HR of the company need to reply to so
many messages which a time-consuming process. To manage that there should be a different
team for different platforms. The facts and information clearly throw a light that social media is
an effective recruiting tool. Organisations are participating in social media recruiting process.
Social media is successful in fulfilling the requirement for the organization in regards to the

Social media is an effective tool for recruitment 7
talented employees. Talented employees will lead to the success of the organization and will help
in the fulfillment of the organizational strategic goals.

Social media is an effective tool for recruitment 8
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