Introduction
Many companies are using social media as an effective recruiting tool. They make it possible to significantly facilitate the search for applicants and achieve the maximum effect from the hired employees (Laukkarinen, 2023).
Employers Who Use Social Media as a Recruiting Tool
An example of a company that uses it as a tool for hiring is Google–an organization known for its innovative HR strategies. It allows it to focus more on its employees’ necessary qualities and qualifications. At the same time, in the context of the coronavirus pandemic, this approach has become even more popular and necessary as many organizations have switched to remote work (Mahdavimoghaddam et al., 2022).
Interviews and questionnaires can be fully adapted to social networks, which will allow people to find suitable jobs (Marin & Nilă, 2021). Google has pages on many social networks, such as LinkedIn, Twitter, and Facebook. This allows the company to reach the broadest possible range of potential employees who can meet the organization’s needs. The organization’s announcements on social networks can contain all the necessary information for people looking for a job.
HubSpot
Another company that recruits through social networks is HubSpot. This organization develops software for sale to external firms. This means searching for employees can be done successfully using social networks, where HubSpot posts recruitment announcements for various positions.
The company’s active presence on LinkedIn, Instagram, and Twitter allows it to reach any social network audience. This approach reflects the advantage that people do not need to register on particular sites to find an organization that will consider their application. In addition, in social media posts, HubSpot highlights its corporate culture and the benefits of working in this organization.
Airbnb
The third company that hires employees through social networks is Airbnb, which specializes in placing ads for rental housing. The specificity of the work activity makes it possible for the organization to actively promote its presence in social networks. Thus, they actively post work-related content on Facebook, Instagram, and LinkedIn. This organization focuses its advertisements on showing applicants the unique opportunities and experiences it offers, which directly affects how people perceive the company.
Differences in Creating a Job Posting for Job Search Sites vs. Social Media
Job postings on Monster or CareerBuilder require different content, requirements, and job descriptions. The platforms aim to alert job seekers to potential jobs. However, there are a few imperative job posting requirements that all organizations must comply with (Armstrong & Mitchell, 2019).
On specialized sites like Monster or CareerBuilder, there are specific templates for which companies must fill in the relevant information. Thus, it allows one to structure all the data the company intends to display better and more efficiently. At the same time, this imposes certain restrictions on the design of a vacancy.
On the other hand, social networks allow the HR department to be more creative when hiring and creating advertisements, as there are no restrictions. An organization can form an entire advertising campaign to find new employees (Hedenus et al., 2021). Thus, there are no restrictions on the wording of vacancies, and this can work positively, as organizations will be able to choose the style of presentation of information and design in such a way as to attract as many people as possible to respond to their posts about work.
Social networks also provide different opportunities for job seekers to respond (Szatkowski, 2019). Contacts like email remain a standard method, but there is also the possibility of writing feedback in comments or private messages. In this case, there is a high probability of a large number of different messages, but for small companies, this option may be acceptable.
Conclusion
In conclusion, it is worth noting that using social networks when hiring employees can have some advantages. Among them, we can single out the absence of restrictions on the placement and design of advertisements. This allows companies to be fully creative when creating informative posts and posting more data. Thus, specialized job search sites may provide little advantage over social networks.
References
Armstrong, S., & Mitchell, B. (2019). The essential HR handbook: A quick and handy resource for any manager or HR professional. Red Wheel/Weiser.
Hedenus, A., Backman, C., & Håkansson, P. (2021). Whom do you know? Recruiters’ motives for assessing jobseekers’ online networks. The international journal of human resource management, 32(8), 1754-1777. Web.
Laukkarinen, M. (2023). Social media as a place to see and be seen: Exploring factors affecting job attainment via social media. The Information Society, 1-14. Web.
Mahdavimoghaddam, J., Bahuguna, A., & Bagheri, E. (2022). Exploring the Utility of Social Content for Understanding Future In-Demand Skills. Proceedings of the ACM on Human-Computer Interaction, 6(CSCW2), 1-35. Web.
Marin, G. D., & Nilă, C. (2021). Branding in social media. Using LinkedIn in personal brand communication: A study on communications/marketing and recruitment/human resources specialists perception. Social Sciences & Humanities Open, 4(1). Web.
Szatkowski, D. (2019). Social media focus brings in customers; Using Facebook, the group builds its fan base with videos, and monthly prizes. Automotive News, 93(6886). Web.