Online Hiring: To Tweet or not to Tweet
Inside a not-so- distant past, social media marketing was a reducing edge recruitment device for
employing manager jobs in only a few selected organisations; today, it's mainstream. From an
experimental initiative to being at the peripheral part of a recruitment technique, it's come a lengthy
way. Actually, social media marketing is gradually beginning to be identified being an integral element of
the well -laid, wide and concrete recruitment planning throughout all industries and business territories.
This shift in company operation and recruitment technique is obvious and almost inescapable.
British Telecomm for instance, has driven recruitments via conventional recruitme nt tools previously but
from an business standpoint there continues to be a huge shift to recruiting through social media now,
admits a British Telecomm spokesperson. The shift continues to be because of the rise of social media
marketing like a reliable, authentic and cost efficient device, he states.
Also, the recognition stems from some other factors. Social media marketing permits you to display
pictures, present movies to simulate the work setting and job interview present employees about what
is great about working for a given organisation.
Curiously, the trend is catching up quick in Singapore. How helpful or distracting is social media
marketing is for task search?
Social media like a tool for hiring
Noteworthy, numerous organisations like BT have already started to make their existence felt by means
of an aggressive and ongoing thrust on large and popular social networking sites and few smaller sized
but more focused sites. One well-liked trend would be to publish executive jobs on a company blog with
a link to the companys Facebook and LinkedIn pages. The key, HR pundits, outline is not to limit to one
network. Efficient networking, they say, is about networking the networks. This allows organisations the
chance to plant content seeds inside these sites to attract applicants throughout communities and
provides recruiters a platform to target pools of possible talent with higher precision.
New equipment vs . old types
Undoubtedly, HR should understand that in favour of a rigid social media diet plan, one cannot simply
ignore or eliminate another current recruitment channels. The much more prudent way for employing
managers to go forward would be to evaluate results with other recruitment methods based on issues
like viable candidates, response rates and quality of potential candidates. In the finish with the day,
social media and conventional recruitment tools are not mutually exclusive as they do complement one
another well. Evidently, social media recruitment holds great benefit versus cost benefits for many
employers. This is the case especially with high quantity recruitment exactly where preliminary setup
costs can be spread so as to make individual hires extremely cost efficient. YouTube and iPhone