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People Matters
Neeraj Sanan || 02 November 2016
Social media based recruitment has been popular strategy for talent acquisition professionals for
some time now. 84 percent of the companies now use social media for recruiting, according to a
Study by SHRM. This number is up from 56 percent in 2011, an increase of 28 percent. The idea
behind this strategy had been to leverage on the time that individuals spend on social media,
whether or not they are active or passive job seekers. This opportunity led to a number of
applications tracking systems and human capital management softwares integrating social media
platforms and social data to their interface.
But the limits of social recruiting lie in assessing who is suitable for an open job, assessing whether
they fit the job or even in assessing whether a candidate is willing to join a company. Each of
these social media platforms come with their own limitations. For example, you might not always
be able to capture a candidates attention in 140 characters. Privacy settings of a prospective
candidate may limit your interaction with him or her. Or a security firewall might avoid you from
contacting a desired candidate. One solution to tackle these challenges is to build your own social
network. Not only does it enable a real-time engagement with an ecosystem of social talent, it
also helps prospective job seekers and professionals discuss and exchange ideas. Here are some
advantages of having your own social network: