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We now spend more time on social networking sites than all other sites combined. Facebook alone has more than 1 billion users — that’s 15% of the world’s population and almost 50% of internet users, and they spend an average of 15 minutes a day on the site. That’s just one site; imagine including Twitter, LinkedIn, Google+, Pinterest, Instagram, and multiple other social media sites created daily.

Because we spend extended time online, we leave traces of our personality everywhere. These traces are left due to multiple online profiles created whenever we visit Amazon, YouTube, eBay, etc.  These profiles were initially used by these websites to personalize the consumer experience by offering products in line with our preferences and values. However, recruiters and employers desperately try to translate theses profiles into “digital reputations” and use them to find talent online. Here are three reasons why the future of recruiting and finding the perfect candidate will be through social media.

First, social media sites make recruiting easier for recruitment firms and candidates.

The internet is an instant network of people with different skill sets you can interact with.  For example, a company with 100 employees will have close to 100 employees on LinkedIn, and each employee will have at least 100 connections on these networking sites — this means targeting 10,000 first-degree connections. For candidates, killing time on social media sites while job searching may not be that pointless after all — it may help you find a more desirable job (or be found). 1 in 6 job seekers credit social media with helping find a better job.

Second, social media makes recruiting less biased.

Most recruiters already use social media to identify talented candidates outside their usual networks. According to a 2013 survey by Jobsite, 54% of recruiters use Twitter, 66% use Facebook, and a whopping 97% use LinkedIn as recruitment tools. While this widens the pool of candidates, recruiters are still subject to the same biases that operate in the physical world (notably prejudiced inferences about someone’s character or values based on their appearance). However, it is easier to create and implement reliable methods online than offline, where chemistry and subjectivity will never be eliminated.

Third, web analytics help recruiters become more efficient.

Big data can provide the best answers to big questions in talent identification. Not only is there an abundance of data, it is also getting easier, quicker, and cheaper to generate more (relevant) data. Data aggregation algorithms grow exponentially. Data integration — combining people’s multiple profiles into one — is the next step, and it’s already happening. Soon, it will be easy to know what a person likes and to predict things from patching together their online footprint.

Managing your digital reputation is an important factor in your job search. Whether you’re satisfied with your current position or are looking for something more, we encourage you to talk to one of our JDC Group recruiters today.


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