Pros and Cons of Social Media Recruiting - Blog Image

Pros and Cons of Social Media Recruiting

Wileen Barretto on December 3, 2020 in Applicant Tracking System

With more people spending their time on various social media platforms, it has become a major part of our lives. Largely because it offers a preview into a person’s life. This feature is being utilized by recruiters around the globe, who now resort to social media recruiting to fill their open job positions. Although the recruitment process becomes faster, there are certain pros and cons that one should not overlook.

In this blog, let us discuss the pros and cons social media recruiting brings along.

Pros of Social Media Recruiting

Reduces the applicant screening time

The traditional recruiting process involves a series of procedures, making it a lengthy one. You can reduce this time to a quarter via social media recruiting. How?

Social media profiles provide a glimpse of the potential candidate’s persona. The topics they are vocal about, the content they share, and the manner in which they interact with the online audience reflects the candidate’s personality. This factor aids in the hiring process by reducing the amount of time spent in a face-to-face interview or scanning through the resume document.

Increases visibility

Job boards, although frequented by many applicants every day, fail to outdo the number of users active on different social media platforms. Hence, when you share your job ad on social media portals like Facebook, LinkedIn, etc., there are higher chances that it will be viewed by many job seekers.

The ‘share’ feature available on social media platforms makes it easier to share the job ad. So, your job listing reaches more people in less time. Since more people view the post, the chances of getting an immediate response also increases.

Is cost-effective

As compared to a print ad, posting your job requirements on social media platforms is easy and involves nominal or zero charges. Also, it helps candidates search for a job by filtering the job type, location, and job title.

If posted on your business page, it helps you gain more followers and applicants in one go. Simply put, social media recruiting targets job seekers and performs marketing functions at no extra cost. A modern, cost-effective method to take forward.

Facilitates easy background checks

Besides effortless social media screening, you can conduct easy background checks on applicants via social media profiles. LinkedIn, for instance, is a professional network and offers insight into a candidate’s work history and skill set.

It also lets employers endorse your skills and recommend your services to future hiring managers. Similarly, having an active Twitter account lets recruiters know how opinionated you are. This is a key factor that can influence the hiring decision of recruiters to a large extent.

Adds a personal touch

Recruiting via social media platforms lets you go through a candidate’s profile and know about their personal and professional interests. Based on this, you can then personalize the job offer. This assures the potential employee that you have invested your time in the hiring process.

Helps connect with passive candidates

There are candidates who have job skills but are not seeking any job opportunities at the moment. These kinds can be categorized as passive candidates. Social media recruiting can help you find candidates that are best suited for the job but are inactive on job search portals. You can maintain a database of all passive candidates you come across during the recruitment process and approach them at a later stage or when need be.

Cons of Social Media Recruiting

Encroaches candidate’s privacy

Although employers can filter applicants via their social media accounts, most applicants do not like the idea of it. These applicants treat their social media accounts as their personal space and share content only for entertainment. Employers viewing this kind of content are likely to be seen as privacy invaders. Also, one cannot judge a candidate’s suitability for the job on the basis of their personal matter.

Increases the tendency of incorrect information and compliance issues

Since most employees use their social media accounts for personal use rather than professional interests, there are likely to be some loopholes. For instance, a candidate that posts regularly is likely to be preferred over the one that is inconsistent. Simply based on the fact that he/she has a growing social media presence. However, this point alone cannot justify the candidate’s suitability for the job role.

Likewise, a candidate actively participating in online political debates cannot be disregarded for his/her political views. But most often, employers tend to develop biases as a result of candidates’ online behavior.

In the same way, you cannot be certain that the information available online about the candidate is true and holds weightage. Most candidates tend to hide details that can hinder the recruitment process. So, not only the information can be incomplete but unreliable as well.

Gives rise to legal liabilities

Certain information that is available online is protected by law and cannot be utilized for personal or professional gain. For instance, the candidate’s caste and religious background, and gender preferences cannot be considered by reviewing job suitability. Whether or not you find the information accidentally, it can land you in legal trouble.

Social networking behavior may not reflect work ethics

A decent number of people usually use their social media accounts to reflect their passion or hobby. Moreover, they are likely to interact with people online in a casual manner. People tend to change their persona in different setups and with different people around. So drawing conclusions based on a candidate’s social media presence alone can serve as a disadvantage.

To summarise, while social media recruiting can aid in the hiring process, having an all-in-one recruitment solution is of utter importance. Jobsoid, a cloud-based recruitment software lets you post job requirements on social media channels like Facebook, LinkedIn, Twitter, etc. with ease.

A few simple steps and you can have your job ad posted on different social networks in no time at all. Select the job opening, connect your social networks to your Jobsoid account, and proceed to share. This feature also lets you write a quick caption and provides a system-generated image for an appealing ad. Additionally, you can customize captions to suit each network and schedule posts to appear at a peak time!

What’s more, this ATS recruiting software comes with a bunch of other useful features, curated to meet all hiring needs. Register for a free account or request a demo to know its features in detail.

Pros and Cons of Social Media Recruiting - Infographic

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Wileen Barretto

Wileen Barretto is a Content Writer at Jobsoid. She holds a Master’s degree in English Literature and loves reading fiction. When not creating content, she is whipping up a cake or baking cookies!